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The TL;DR:

• Building in Public with SCALIS: The launch of our AI Sourcing Agent + CRM and how it helps accelerate sales velocity.

• What I’m Thinking about this Week: Demystifying ATS migrations by translating some of my learnings from doing hundreds of ecommerce platform migrations.

• Let’s Chat Recruiting & TA: Doing more with less.

• Upcoming Events: We’ve got a handful of dinner events in Boca, Miami, and San Diego in the next few weeks! Boca Raton May 20, San Diego May 21, Miami May 22, Denver May 27, Miami June 2.

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Building in Public with SCALIS: AI Sourcing Agent + CRM

We’re closing in on one of the most exciting launches we’ve had at SCALIS to date. Our AI-powered sourcing agent and CRM are about to go live, and with them, we complete the final piece of the SCALIS vision: a truly end-to-end hiring platform, from job post to offer letter.

This product update is meaningful for two reasons. First, it unlocks a completely new way to engage with prospects. One of the biggest challenges in selling an ATS platform is that switching systems is painful. It takes time, it’s expensive, and most teams have contracts they’re locked into. But with our sourcing agent and CRM, companies can start using SCALIS today, even if they’re still under contract with a legacy ATS. We’re giving them a way in without forcing a full migration.

Second, it positions us to grow through integration, not just replacement. Our sourcing agent can plug directly into existing ATS platforms, giving recruiters better talent recommendations, improved candidate insights, and a centralized view of candidate engagement—all without asking them to change their workflow. This opens up a much wider part of the market and aligns us with how buyers actually want to adopt technology.

Our goal has always been to streamline and humanize hiring. Now, with this launch, we’re able to do that across the entire lifecycle. It’s the most flexible, modular, and recruiter-friendly platform we’ve built, and I can’t wait to see how teams start putting it to work.

What I’m Thinking About This Week: Demystifying ATS Migrations

One of the recurring lessons from my time in ecommerce is that data migration is everything. Whether we were moving a brand from WooCommerce to Shopify or consolidating multiple subscription systems into Recharge, the work was always more complex than it looked on the surface. It wasn’t just about moving records. It was about preserving the integrity of relationships, workflows, and business logic during the transition.

As we scale SCALIS and begin handling ATS migrations for larger customers, I’m taking that same mindset into this new vertical. The reality is, even though resumes and candidate notes aren’t transactional data in the traditional sense, they are the core currency of a recruiter’s day-to-day. Losing tags, notes, pipeline history, or candidate stage progress can be just as damaging as a broken order history or customer subscription profile.

So we’re applying the same diligence and process we used in DTC. Every migration gets data mapping sessions, phased implementation planning, custom scripts to reconcile edge cases, and a staging environment for validation. We’re also building templates for clean data audits pre-migration so we can catch inconsistencies early and ensure a smoother onboarding experience.

This isn’t just about helping our customers switch systems. It’s about earning trust by showing them that we care as much about their recruiting operations as they do. If you’re building in SaaS and trying to convert customers from legacy systems, I’d argue that migration is where your brand reputation is truly made or broken. It’s not glamorous work. But it’s the difference between churn and lifelong loyalty.

Let’s Chat Recruiting & TA: Doing More with Less

One of the biggest shifts we’re seeing in recruiting and talent acquisition right now is the increasing pressure to do more with less. That means smaller teams, tighter budgets, and greater scrutiny on every tool in your stack. Recruiting orgs are being asked to hit hiring targets with fewer recruiters and less administrative overhead, while still delivering high-quality candidate experiences and diverse pipelines.

This has led to a major consolidation across TA tech stacks. The days of 8 to 10 point solutions duct-taped together are coming to an end. Teams are prioritizing platforms that reduce complexity, automate repetitive tasks, and integrate seamlessly with what they already have in place. Recruiters need to spend more time in conversations with candidates and less time switching between tools or wrangling data.

But the biggest pressure point might not be the tech stack itself. It’s the headcount. Many companies that hired aggressively over the past few years are now trying to stabilize and optimize what they have. That means less margin for error. Every recruiter on the team needs to be a strategic partner to the business. Every tool needs to have a measurable impact on pipeline generation or conversion.

If you're building or selling into this space, your value proposition has to be clear. Save time. Surface better candidates. Play nice with existing systems. And ideally, help your customers drive results today, not six months from now.

Upcoming Events

We’ve got a handful of dinner events in Boca, Miami, and San Diego in the next few weeks! Boca Raton May 20, San Diego May 21, Miami May 22, Denver May 27, Miami June 2.