Unified Sourcing and Assessment Platform

 ‘The Babble team has been a delight to work with. They are super-responsive and always available to provide guidance. No support ticket required, a WA message gets a reply within minutes. Overall, the Babble platform was easy to use, with rich post-assessment analysis and tracking features. We will be using Babble again next month for a scheduled campus hiring drive. Highly recommend for college campus recruitment teams!’ 

 ‘We receive bulk of our bios from vendors. Resumes are becoming increasingly unreliable in terms of representing a candidate’s skills. HR team spends lot of time reviewing bios and on phone interviews. Hiring managers were finding a large % of bios sent to them to be mis-fit for the role. Babble solved a very real pain point for us at the top of the funnel. It was implemented as the very first screening step in the process. Babble automated candidate screening and ensured HR and hiring managers expend time speaking only to best fit candidates’

 ‘Babble solves a very pressing pain point for IT services organisations. We often receive bulk staffing requirements from clients. And inability to provide timely resources can impact reputation, loss of revenue and worse, loss of business to compete. Babble team is super-responsive. The platform was extremely easy to use and well designed for top-of-the funnel filtration while ensuring a positive candidate experience. We experienced high completion rates (80%) and 75% of the filtered candidates were found to be good-fit for the role. This significantly cut down the valuable billable time expended by team members in interviewing obviously mis-fit candidates. The Babble team also released couple of requested features in a very short time (7 business days)’ 

I manage a large team of web and mobile developers. We receive high volume of resumes for technologies like React.js, ReactNative and .NET. The process before Babble was completely manual, characterized by high effort and high rejection rates. Babble assessments were introduced as the very first filtration step in the talent acquisition process. And the improvement in the quality of profiles receving by hiring managers was significant.