Skailer HR Blog

How Headshot, a talent acquisition agency for high-risk industries, chose Skailer HRM & ATS to make its candidate database an active asset, cut admin work and back client reporting with data.

How Larixon, a network of classified marketplaces with 200+ people across 5 countries, built its first unified HR system on Skailer: one source of truth, trusted time-off tracking, surveys and goals.

How a fast-growing white-label payments company switched to Skailer in under an hour, restored cross-team visibility of availability and absences, and runs hiring, calendars and analytics in one place.

How an iGaming company outgrew its HR system and rebuilt its HR stack on Skailer: full control over data, deep customization and support through a shared Slack channel.

How Dodo Brands, the company behind Dodo Pizza and Drinkit, moved its 7-person recruiting team to Skailer ATS in 2–3 weeks and kept salary data confidential from technical interviewers.

How Fortis, a UAE fintech building POS solutions for merchants, replaced a rigid enterprise recruiting platform with Skailer: a team of two now runs the full hiring cycle with zero downtime.

Choosing a CoreHR platform is a strategic decision that impacts the efficiency of the entire company. There are dozens of solutions on the market today, each offering a unique set of features. As the CEO of Skailer and someone who constantly communicates with HR professionals, I have compiled the key criteria to consider.

Time-to-Hire (TTH) is one of the key metrics for recruitment efficiency. The faster we fill job openings, the lower the costs for the business and the higher the chances of hiring the best candidates. In this article, I will explain how to measure TTH correctly, analyze the hiring process, and eliminate the main reasons for delays to speed up recruitment

Recently, while talking with HR experts and recruiters, I've noticed increasing discussion about the reliability of AI algorithms in recruitment. At first glance, artificial intelligence seems capable of quickly and efficiently handling most recruiting tasks. However, in practice, we encounter "blind spots," leading to irrelevant candidate recommendations.