Skip to headerSkip to main contentSkip to footer

Wavely Blog

Wavely is shutting down on December 9, 2022​


Dear Wavely Customers,

Wavely is shutting down its services effective as of December 9, 2022, 9am PST.

If you’re a paying customer: we will refund you payments for the latest billing period. Your membership will expire on the last day of your previous statement period. Refunds generally take 5-10 days to appear on your statement.

For all users: you’ll have access to your Wavely data until December 9, 2022, 9am PST. After that, we will permanently remove all data from our servers and your Wavely data will no longer be recoverable.

To download your data, please go to: Settings > Data Right & Privacy > Download My Data on Wavely.

We’re here to help you through this process. Please reach out to if there’s anything you need.

Wavely Team

Using Wavely for Talent
Job Search
Work + Life Balance
Career Success
Career Development
Diversity, Equity, and Inclusion for Talent
Using Wavely for Employers
Work Culture
Diversity, Equity, and Inclusion for Employers
Hiring Templates
Hiring Insights

Find Hiring Success by Using Wavely’s Chat Feature

By Leah Richards

Emails might be going the way of snail mail this decade. The human resources and recruitment sector is currently adopting conversational tools to provide additional communication channels between recruiters and applicants. Conversational tools? Let’s just call it chatting. Chatting is becoming increasingly popular due to the various benefits it brings to both sides of communication. In fact, 75% of millennials prefer text messages to voice calls, as they recognize the easiness, non-intrusiveness, and convenience they are getting in chats.

However, for recruiters, chatting has other useful benefits that help them increase productivity and efficiency. Wavely Chat offers HR professionals and recruiters the chance to chat and prescreen before the initial first steps. Wavely is a communication-based platform. Messaging talent about the available open positions at your company will significantly impact the response rate of your job posting.

Switch From Email to Modern Chat Messaging

Communication goes a long way towards finding the right hire. Conversations need to move beyond email at one point, but hiring managers don't always have time for dozens and dozens of phone calls or video conferences. That's where chat gets into play by enabling recruiters to evaluate candidates before the next step in the hiring process.

The Option to Chat Right Away

When a recruiter on your team is available, conversations with candidates can take place immediately. Recruiters can get to know the candidates in person before jumping on a video call. Candidates can inquire about the position by simply sending a message on the website chat.

How to Send a Message with Wavely Chat

Sending a Wavely Chat is as simple as logging into your Wavely Account. On every Talent Profile you will see a Chat button, on the Find Talent tab it’s on the bottom right corner of their Talent Card and on their Talent Profile.

But that’s not the only way to use the chat function, you will also get chats that you can view just on the right side of your screen when you log into your Employer Account. These chats are initiated by the Talent first to grab your attention. When you click on one of them you will be pulled into the Candidates tab.

You can also chat with Talent on Wavely on the Dashboard and Find Talent pages by clicking the two arrows on the right side of the screen.

How to Organize Your Wavely Chats

Recruiters need to take proactive steps to find prospective candidates and make them interested and engaged enough to agree to the first interview. With Wavely chat, contacting candidates is much quicker and easier than by email. Moreover, most chats support presence indicators, so recruiters can message prospective candidates when they are online and can respond immediately.

Using Wavely for Employers

Everything You Need to Know About How Wavely Works for Employers

By Leah Richards

You've got a pile of resumes staring you in the face. What's a hiring manager to do now? Hiring the most qualified person for a job role is not an easy task. It takes a lot of effort and dedication to identify the ideal candidate.

Once you sign up for one of our Employer accounts on Wavely, that uncertainty is over. We help you make the right hire because we only show you the right people. Once you sign up for an employer account on Wavely, The Standard Plan, Wavely PRO Plan, or Wavely Enterprise the guesswork is eliminated.

Pro-Tip: Before you begin posting on Wavely, besure you’ve atken the time on your end to address any “good” or “low quality” hires recently. With this, you will understand what exactly quality hires look like for your company. The insights you get from this will help you set the pace for your recruitment process and allow you to get the experts you need. You may also identify all the shortcomings your recruiting process has, and you can fix them before you start the other recruitment.

QUALIFIED Candidates Come Rolling In!

After you know what you’re looking for, fill Wavely in! Let the app know the things YOU need for that perfect fit. Looking for a project manager with good people skills? Or a detail oriented graphic designer? Or maybe your marketing team needs a person in the know when it comes to social media? The details for the job description and the qualities for your perfect candidate are up to you, we do the rest.

Wavely even lets you filter out the talent by:

  • years of experience, education (Standard Plan)
  • activity, location, and salary range (Premium Plans)
Using Wavely for Employers

Hiring Trends Candidates and Companies Need to Know for 2022

By Leah M. Richard

The hiring mindset isn’t changing, it’s already changed. If you are still looking at the prospective workforce with a pre-pandemic outlook, you’re in for a rough 2022. In the last twelve months, recruitment strategies have had to adapt to change. Hiring practices that were the norm in a post-pandemic world are now looking dated and downright ineffective. However, this is actually an opportunity for hiring managers wishing to bolster their ranks, zeroing in on the upcoming hiring trends for 2022 will make your company the place new and upcoming talent will want to call home.

Candidate Driven

The biggest and most significant change is the shift to a candidate-driven market. For the first time in a generation, there are more available jobs than there are candidates, and therefore the applicants hold more power than ever before. This means that recruiters and talent acquisition professionals will have to work harder to stand out and attract top talent. The world of recruitment is about to get a whole lot more exciting, and those who experiment and take risks are likely to win the race.

Make Your Case

Once you receive the salary offer, don’t just counter with a higher number. Even if your research supports it, you’ll be more successful if you explain why you feel you deserve more. Highlight your strengths, detailing all the extras the firm would get from someone with your track record. Before negotiating, jot down concrete examples of how your skills and experience will benefit your new company’s bottom line. Possessing certifications or specialized technical skills, for example, can enhance your ability to do the job.

Remote and Hybrid Working

A recent LinkedIn analysis of work trends in 15 countries, shows that the most in-demand jobs for 2022 could all be done remotely and that 150 million new technology jobs will be created in the next five years. However, companies will need employees who can be physically present on specific sites to do the work that requires tangible interaction between teams and with clients. For instance, the roles that require people to discuss strategies, brainstorm, and ideate will require a physical presence in the office. Those working with sensitive data will also have to work within regimented and secure workspaces. More operational roles may not necessarily require people to come to the office and companies need to be open to the new world of remote working and flexible hours all around.

Diversity and Inclusion Will Be Expected

Diversity, Equity, and Inclusion (DE&I) are becoming a big priority not just for recruiters but employees who want to work for companies that have clear policies around pay parity, inclusive hiring, and a strong commitment to creating safe and responsive workspaces.

A diverse workforce brings diverse viewpoints and perspectives that are often overlooked in less diverse environments. Among other things, these elements can help develop great new products and new ways to cater to customers. Making diversity a priority is important, but so is creating a culture where people from all backgrounds feel included. Inclusivity is the key to maintaining (not just creating) workplace diversity.

Diverse Hiring Platforms

Companies need to go beyond their usual tactics and consider actively recruiting and building a presence in diverse spaces. At Wavely, our woman-led, people-focused, diverse team is constantly exploring new ways of thinking and operating to engage human talent with opportunities to shine. Our diversity will help create an exceptional team for your company because we celebrate the value of unique perspectives.

Recruiters will have to work increasingly hard to meet the diversity and inclusion goals of their companies even as they compete with peers. Especially because of the much in demand, highly-skilled candidates would need employers to match their expectations for a desirable pay scale, bonuses, health benefits, and a flexible, safe, and responsive work culture.


The Next Big Thing In Recruiting Tech Talent

By Michael Boudreaux

Recruiters and hiring managers have faced a number of new challenges in 2021: higher turnover rates caused by burnout, digitization of recruitment processes caused by safety restrictions, and hiring budget cuts caused by impacted finances, just to name a few.

So it’s no surprise why a majority of employers report having difficulties finding skilled candidates—especially when you consider that the average job opening receives 250 applications and requires 36 days on average to fill, according to Glassdoor and SHRM.

As hopeful job seekers move online and recruiters follow closely behind, the Wavely team decided to take a closer look at why exactly 2021 has been such a difficult year in hiring and showcase a revolutionary solution to address all of the challenges modern hiring managers commonly face.

Why Conventional Hiring Methods Aren’t Working

Screening, scheduling, and showcasing.

These three responsibilities are the bread and butter of recruitment operations, no matter the industry. Understandably, there are no shortages of tools and services that cater to each of these core objectives. There are consultant and recruitment groups that specialize in executive screening, software to streamline interview scheduling, and, of course, job boards and social media to showcase your company’s online brand.

The main issue is that, while these individual tools have helped hiring managers and recruiters in the past, they aren’t exactly effective when used in a wholly digital environment. Instead, many of these tools are only meant to assist hiring managers with conventional screening, scheduling, and showcasing responsibilities (i.e. scheduling in-person interviews, scanning paper applications, and developing an online showcase that is only surface-level).

Of course, this isn’t to say that the tools are fully to blame for difficulties with hiring in 2021. With a majority of the hiring process now occurring completely online, the fact of the matter is that the conventional approach to screening, scheduling, and showcasing is no longer effective.

Digital Communications Drive Tech Recruitment

A few years ago, a hiring manager could divide their time between in-person tasks, such as screening paper applications, while using software to facilitate scheduling and showcasing. Sure, there may have been some connectivity issues between the program used for scheduling and the online job board used for showcasing, but a little elbow grease, tenacity, and a genuine talent for hiring could overcome any software-related clunkiness.

But this isn’t the case anymore. Recruitment is being guided almost entirely by digital communication, meaning that a hiring manager’s efficacy is more directly tied to their ability to seamlessly facilitate communications online. Because of this, hiring managers need access to a set of tools that work and complement one another.

Navigating between multiple programs and platforms just to screen and engage with a potential candidate is costing hiring managers more time and energy than before.

Rethinking The Hiring Process

Even as many hiring tools adapt to better facilitate digital interactions, the reason many of these tools aren’t as effective as before is because the separation of screening, scheduling, and showcasing isn’t an effective model to follow in 2021. Instead, hiring managers should look towards alternative hiring methods that combine the best and most vital elements of each of these three processes.

When we talk about screening as part of the hiring process, what we’re really saying is that we should qualify candidates before we devote more time to them. No one wants to get a third of the way through an interview before realizing they simply don’t have the required skills for the role.

When talking about scheduling, we’re talking about more than just software to put a meeting on someone’s calendar. We’re talking about the ability to actually engage with candidates in a way that is both purposeful and insightful for employers. In the online space, scheduling is just one small facet of that communicative process.

Finally, showcasing is truly about the ability to attract top-quality candidates through the development of strong public-facing branding and messaging that clearly communicates the responsibilities and needs of open roles.

The Best Thing In Hiring: Digital Conversation Starters

To this end, the ideal hiring platform should allow both job seekers and employers to qualify one another, provide integrated tools for remote-friendly communication and allow employers to construct purposeful public-facing brands and job listings. The platform that can do all three is undoubtedly going to save employers time, money, and energy.

At Wavely, we realized that you can accomplish all three of these things with a fairly simple solution: encouraging purposeful conversations as early as possible.

How Wavely Starts Conversations

First, we prompt both job seekers and employers to create online social profiles, this way both parties are given the chance to make and receive meaningful first impressions without the need to directly apply or engage with one another. Does this candidate’s profile list the qualities we are looking for? Does this employer speak in an informal style that resonates with me? Awesome! Now the magic happens.

We’ve stripped away the formalities of screening interviews in favor of a social-media-inspired messaging platform; interested companies can reach out to interested candidates via direct messages and vice versa. The reasoning is simple: it takes less time to write a message than it does to make a cold call and it’s asynchronous so you’re not required to wait for a response. Additionally, online messaging fits more naturally into remote-friendly work environments and can better showcase a candidate’s ability to confidently interact in a digital space.

We discovered that providing a hiring platform for both job seekers and employers to interact and engage with each other in ways that are organic and genuine solved a lot of problems and highlighted the most important parts of the interview and screening process. So if you’re spending too much time screening, scheduling, and showcasing, we suggest going back to basics and simply starting off your search with a friendly conversation.


Creating an Environment that Supports Generational Diversity

By Ashley Mudd

With Generation Z entering the workforce, there may be up to five different generations working in your workplace. According to Pew Research, these five generations are the Silent generation (born before 1945), Baby Boomers (born between 1946-1964), Generation X (born bewteen1965-1980), Generation Y (most commonly referred to as Millenials) (born between 1981-1996), and Generation Z (born between 1997 and 2012). While there is a lot of debate about the specific years each generation begins and ends, these conversations can miss the mark when they hyperfocus on years instead of the larger point of the advantages of integrating all generations into an inclusive workforce.

There is a tangible value in creating a team that appreciates and empowers generational diversity. Significant historical events impact the personal values, worldviews, and beliefs of each generation. Conflict arises when an individual feels their personal values are being threatened. This often happens implicitly. The overlay of generational differences upon other cultural differences can provide challenges to team communication and productivity.

When you’re successful at creating a generationally diverse team, it can create more instances of conflicting values. How can you counteract this to create a healthy team environment? According to the Society for Human Resource Management, there are seven values that matter to employees of every age level.

Leveraging these seven values can create an environment that is welcoming and respectful to all generations in your workplace:

  • Feeling respected: Team members want to be respected as individuals. Ensure that individual differences are honored and provide the right accommodations for everyone to work at their best.
  • Being listened to: Develop mechanisms that allow team members to speak up and to offer their ideas. Ensure that team members feel listened to by following up appropriately.
  • Access to mentoring opportunities: Historically, mentoring relationships were between more tenured team members and new team members. To really provide cross-generational value, consider creating formal or informal mentorship opportunities that span across generations. This might include peer-to-peer relationships or having specialists in one area provide mentorship to more tenured team members in different areas.
  • Understanding the big picture: Team members want to know the larger strategy and how their individual work plays into it. Communicate strategy to the broader team.
  • Receiving effective communication: In addition to communicating organizational strategy, everyone wants to stay up-to-date on what’s happening organizationally. Develop a methodical way to share updates with the team. Find ways to diversify how you communicate updates. Some may prefer these updates through virtual formats while others will learn best in face-to-face conversations.
  • Receiving positive feedback: Everyone wants to know when they are doing the right thing. Establish how your team will provide positive feedback to all team members. This can take extra attention to ensure that individual contributors receive praise in the same that way that managers or more tenured team members do.
  • Experiencing an exchange of ideas: Finally, develop a culture where team members can easily share ideas with each other. This increases understanding of the roles that others play on the team while expanding the way team members can contribute.
Diversity, Equity, and Inclusion for Employers
Work Culture

Must-Have Messaging Templates for Hiring Managers

By Leah Richards

The corporate world is filled with emails, text messages, messaging apps, zoom meetings and countless phone calls. From coordinating interviews to sending out offer letters, the hiring process often depends on how effectively you’re communicating. The good news is that it’s easy to streamline one of the most message-heavy aspects of doing business, hiring new employees. Wavely makes finding the perfect employee easier than ever.

Here are templates to make your communication more efficient and effective:

Just Getting Started Template

Hello [profile/first name], a [position name] role in [city] just opened up and it looks like you’d be a good fit. I’d love to connect to discuss the role. Do you have some time [day/time of day] for a quick chat?

Pre-Screening Template

Hi [profile/first name]. My name’s [recruiter name] and I’m a recruiter here at [company name]. Thanks for applying for our [position name] role. To keep things convenient and efficient for you, the first step in our process involves answering a few follow-up questions. You can answer them whenever you get a free minute throughout your day.

Scheduling the Interview Template

SUBJECT: Interview with [Company name] for [Job title] position

Hey [Name of candidate],

Thanks for applying to the [Job title] role at [Company name]. We were very impressed with your application, specifically your experience with [Something specific to the role]. We’d love the chance to get to know you a little better.

Are you free during any of the following times for a chat?

– [Date, time, time zone]
– [Date, time, time zone]

Looking forward to chatting,

[Your name]

Re-engaging Candidates Template

Hi [first name],

[recruiter name] here from [company name]. Curious if you’re still open to exploring [job name] openings? If so, we have a new position I’d love to share with you.

Let me know!

Reference Checks Template

SUBJECT: Reference check for [Name of candidate]

Hey [Name of reference],

I’m currently talking to [Name of candidate] about a role on [Company name]’s [Name of team] team. [Name of candidate] mentioned that you two had a great time working together at [Former company]. Would you be kind enough to share more about your experience with [him/her/them]? If so, please let me know the best number to reach you at and if any of the times below work for you:

– [Date, time, time zone]
– [Date, time, time zone]

Thanks for your time!

[Your name]

Rejection Template

SUBJECT: Follow up from [Company name]

Hey [Name of candidate],

Thanks for taking the time to apply to [Company name]. After [chatting with you/reviewing your resume], we’ve found there isn’t a strong fit right now. That being said, we appreciate the time you took to learn about us and the role.

If there’s anything we can do to help with your job search, please let us know.

We wish you all the best!

[Your name]

The Offer Template

SUBJECT: [Name of candidate], will you join us?

Hey [Name of candidate],

On behalf of everyone at [Company name], we’re delighted to offer you the role of [Job title]!

After getting to know you over these past few days, it became clear that your talents, goals, and values are a perfect match for our team.

Your official offer letter outlining everything you need to know is attached. As you review the offer details, we’d love to answer any questions you might have before you make your decision.

We’re aiming for a start date of [Date], and it would be great to hear your feedback on this offer by [Date]. If this time frame doesn’t work for you, just let us know.

Thank you,
[Your name]

Hiring takes time, and time is money. That’s why you want to make sure each message exchange doesn’t turn into a time-consuming event. These templates will ensure you are still giving the hiring process the attention it deserves while managing your own time effectively. Drop some of your own personality in there and make each of these your own. Happy hiring!

Hiring Templates