Newton Software is Hiring

Working at Newton Software is a whole different deal. Because whatever you do here, you play a part in creating some of the best-loved business software on the planet. It’s a lot easier to get out of bed when you’re on a winning team and the sky is the limit at Newton Software, makers of the fastest growing applicant tracking software for small and medium-sized businesses.

Join Newton and you’ll be in great company. Here you’ll work with people like you; smart, creative, up for any challenge, and excited about what they do. Forget endless meetings and bureaucracy, things happen fast here and your opinion counts.

Currently, we are looking to hire a Technical Account Manager in our San Francisco office to report to this guy. Specifically, we we’re looking for a motivated, energetic, positive individual, who is interested in a dynamic role wearing multiple hats (yes, you get to do a little of everything). Our ideal employee is someone that has some existing technical skills and wants to leverage them to gain more client facing experience, someone who’s not afraid to get on the horn and solve problems. Ideally, you will have experience implementing / configuring some sort of technology solution, some degree of hands on experience with technology or web development and experience interfacing with customers to address technology related questions and problems.

Here’s what you’ll be asked to do (this is a short list)

  • Set-up, configure and test new client instances
  • Provide superior first line customer and technical support by email [primary] and phone [secondary] by responding to inbound customer issues and questions
  • Create and Add “how to” and “best practice” articles to our client facing Knowledge Base
  • Research, test and reproduce software issues reported by our customers
  • Implement and maintain hosted web pages on behalf of our clients
  • Create HTML based forms based on our clients’ requirements

We’d prefer that you have the following skills. (they’ll make you successful here)

  • Strong analytical skills and intellectual curiosity with a desire to solve problems
  • Strong focus on clients and ability to self-manage multiple projects at once with little or no oversight
  • Tolerance for ambiguity and flexibility for changing requirements
  • Excellent verbal and written communication skills are a must
  • Ability to communicate clearly and effectively with all customers [internal and external] up to the executive level
  • Attention to detail at all levels of one’s work
  • Work hard, play hard and above all else, have fun and love what you do

Technical Skills (stuff that we really look for first)

  • Previous experience supporting, using or developing SaaS based technologies
  • Minimum 1-2 years of hands-on experience coding in HTML or Javascript

Want to give it a shot? Apply now, we’ll let you know if you are a fit. We use our own recruiting software that makes it easy to get back to every applicant with some closure even if we don’t think you’d be great for this job.





Newton Touch Sighting – Applicant Tracking Software for Tablets Coming Soon

This is an actual screenshot I took yesterday while testing Newton’s new mobile platform, Newton Touch, on my iPad. That’s right, we’re creating an entirely new platform to address our community’s desire to work with Newton on the go. And, we’re not just creating a mobile version of our existing platform. This new development will serve as a springboard to launch an entirely new version of Newton that will continue to provide industry leading usability and user adoption with industry availability!

We’re counting down the weeks to launching the first applicant tracking software platform specifically designed for tablets and mobile corporate recruiting. Stay tuned.

Media: Safe Hiring Discussion on The Proactive Employer

Above is a re-broadcast of  a recent episode of The Proactive Employer dedicated to the topic of safe hiring. This is an hour long show hosted by risk management expert Dr. Stephanie Thomas with guests Les Rosen, the CEO of Employment Screening Resources and our own Head of Marketing, Joel Passen. The conversation explores various topics like pre-employment screening, OFCCP compliance and applicant tracking software designed to facilitate compliance.

Topics include:

  • “Warm Body Philosophy” and why it’s dangerous
  • SAFE System policies and procedures overview
  • Legal Compliance practices – applicant screening “hotspots”
  • New EEOC guidance on use of criminal histories
  • The importance of reference checks
  • Applicant Tracking Software and OFCCP reporting
  • The integration of background checks and recruiting software
  • Interview process suggestions
  • Criminal background checks

Newton’s Joel Passen Joins The Proactive Employer Radio Show for a Discussion about Safe Hiring

Safe hiring is a hot topic right now with new rulings on background checks and increased audit activity from the EEOC and OFCCP. In short, changes to the regulatory environment are complicating matters for every size employer in the US. In today’s environment, you not only need to have a set of policies, procedures and practices in place, you also need to understand – really understand – the federal and state regulations governing applicant screening and safe hiring.

In this week’s episode of The Proactive Employer, Joel Passen, Newton’s Head of Marketing joins Les Rosen, CEO of Employment Screening Resources, for a discussion about “Safe Hiring”, the elements of a safe hiring plan, the most common questions and concerns employers have about hiring, what candidate information you have to have, what you can ask for, and what to avoid, and how to implement a Safe Hiring Program at your company.

This show will air live on Thursday, May 17th at 3 PM Eastern / 12 Noon Pacific on the VoiceAmerica Business Channel.

Tweet your questions using the hashtag #TPE or call in at 1-866-472-5790 to talk to our guests. The show will be available for on-demand listening at The Proactive Employer website, on the VoiceAmerica Business Channel and via iTunes following the broadcast.

Choose Applicant Tracking Software that Promotes Hiring Manager Adoption

Choosing the right applicant tracking software can be a daunting experience. With so much to choose from, it’s easy to lose sight of what’s important. Most vendors have a sweet spot, a set of features that address at least one part of the talent acquisition process. Sit through a couple of PowerPoint presentations with sales engineers clicking through their demo scripts and lots of us are back to where we started: the realization that this decision requires careful thought and a look at the bigger picture.

Here’s a tip. Forget about the feature checklists. Focus on the biggest concept, hiring manager adoption. For buyers of corporate applicant tracking software, there are very few other fundamental concepts that matter more. If your managers willingly use the platform to request and initiate approvals, you’ve zapped antiquated paper processes and created a layer of exception management that can only exist in a digital environment. Even more importantly, if hiring managers consistently help drive the yes and no decisions that drive today’s hiring programs and do so quickly and easily, it’s a huge win for you and your organization.

Here’s another reason to focuson hiring manager adoption as key concept driving your ATS shoice. If you’re like most HR and recruiting leaders, metrics have become the front and center topic. If you are going to get budget approval for a new ATS, trust me, the executives are going to want reports. In the end, if the recruiting and HR users are the only ones using the system, it’s only logical that the system will capture metrics exclusively from administrative users. This won’t yield helpful insights without significant data manipulation (you know, building spreadsheets by hand on Fridays). Only when hiring managers are consistently using an ATS will you be able to get holistic recruiting performance metrics that will help you automatically generate reports and have the knowledge to pinpoint bottlenecks and areas for improvement.

As you create your ATS shortlist, ask yourself: what system will garner the most adoption amongst all of my users? What system is the easiest to use, easiest to activate and will be the easiest to roll out to new managers and interviewers joining the organization every week? Most importantly, whether or not your hiring managers will adopt an ATS isn’t even a question anymore. Hiring manager adoption is no longer a nice benefit. It’s not a feature. Hiring manager adoption is a must.

Here are 5 tips to help you choose applicant tracking software that will promote user adoption.

1. Hiring managers don’t care about the technology. What counts is what it does for them.

2. Shop for usability. You won’t make ATS software easier to adopt by shopping for the most features.

3. Hiring managers loathe software training. Any ATS that requires extensive training will only be adopted by a small number of users.

4. Remember, only features that provide a good user experience will be used. Expecting managers to login proactively and complete a task is unrealistic.

5. The 80/20 rule applies to user adoption. Choose an ATS that does well what 80 percent of your hiring managers do all the time. Hint: think making reviewing resumes as simple as possible.

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