Aside from some minor (but annoying) technical difficulties that occurred as a result of a data center migration (yes, we admit to these things and fix them right the first time), June was the best month ever at Newton Software.
Things are really coming together. Newton adoption rates are through the roof. This is a testament to Steve’s team designing the product to be easy for everyone to use. Companies that never envisioned having hiring managers use an ATS are adding dozens a month. Businesses that used to accept paper applications are using Newton to go digital with our customizable employment applications. And, we’ve partnered with a company that offers pre-employment screening tools, integrating their behavioral testing products into Newton creating a seemless experience for applicants and a clean applicant stream for businesses.
Here are some other June highlights.
- We released over 50 enhancements to the product this month.
- We signed up a record number of customers including some high-profile brands.
- Interest in Newton has never been stronger. More people contacted us this month than ever before. And, we are receiving referrals every week. This is a great sign.
- We were chosen as having the best technology, functionality, and usability in a competition that pitted us against some really established vendors in the applicant tracking space.
- We established 2 new strategic partnerships that we’ll announce in a couple of weeks.
Needless to say, we have quite a bit going on. The other day, Steve and I were talking about customers and the topic of where our customers are located came up. I told him we have customers in places like North Dakota, Utah, New Mexico and up and down both coasts. I don’t think he realized how geographically dispersed our clients actually are. Wait until we hop the pond!
Steve likes maps so the marketing team built him a map of all of our applicant tracking software clients.
View Newton Applicant Tracking Software Customers in a larger map
We issued a 
Seeing as I spend about 75% of my week on the phone with HR professionals, recruiters, and executives, I’m in a prime position to identify trends in the human capital industry. Naturally, through these conversations, I learn what people are interested in, what they think is important. Next to my keyboard, I have a notepad with a lucha libre on it to keep simple notes, just concepts. Earlier this week, I started going through my notes to identify patterns. I had some suspicions.
We’re fired up to announce that we won the most substantive segment of the first annual HRtechnology(R) 
Our daily lives on the web have become more complex. People are looking for ways to incorporate simplicity into their jobs. But finding simplicity in the workplace is becoming increasingly harder every day. To make matters worse, many people still shy away from simple because they associate simple with a lack of power. Most software vendors still play to this fear. Their guiding principal is “features are power, add as many as possible”. This is especially true amongst applicant tracking software vendors.
Social media is changing the recruiting landscape. And while people are racing to figure out how to harness the power of social recruiting (and even define it), issues related to discrimination and equal opportunity employment are imminent. As you can imagine there’s information available on social networking sites that violates anti-discrimination laws. And, recruiting exclusively with social media can potentially lead to disparate impact. What does this mean? It means that it’s time to better understand the impacts of social media and the implications that it has on recruiting – and your recruiting program.
About Dr. Stephanie Thomas: Stephanie Thomas is the Director of the Equal Employment Advisory and Litigation Support Division of 
Release the hounds! Ok, that may be a little dramatic. We have one of our biggest releases ever scheduled for June 10th. There are 6 major new features being added to Newton such as:
