At Dover, we're on a mission to enable every company in the world to create the best recruiting experience possible. Today, we're thrilled to share that Dover has raised a $20m Series A round led by Tiger Global, with participation from previous investors Founders Fund, Abstract Ventures, and YC.
George, Anvisha, and I started Dover in early 2019 as second-time founders who felt that recruiting was deeply broken for both candidates and companies. Our big realization came after we reflected on how we spent our time while recruiting — only 20% of it was strategic and 80% was largely operational work. We were following the playbook most companies follow — stringing together countless recruiting tools, with little data on how to optimize interview processes, recruiting spend, and ultimately hiring outcomes for a given job opening. We were getting by on luck and intuition and knew there had to be a better way.
So we got to work. Over the past several years, we've built a vertically-integrated recruiting platform that automates the 80% of tedious operational work like sourcing, scheduling, and process management. This streamlines the recruiting experience for candidates while also giving hiring teams more time to focus on recruiting strategy–essential questions like "how do we get someone excited to work for us?" and "how can we attract better talent?" We knew it was important for companies to be able to build efficient and equitable hiring practices while also optimizing their recruiting funnels - like any efficient sales or marketing organization would do.
Since then, hundreds of companies have used Dover to hire across engineering, product, sales, marketing, and more. Many of the companies we've worked with are now comprised largely of "Dover" hires. Some started using Dover to make their first few key hires, while larger customers with established recruiting teams were able to scale much more quickly with Dover's platform.
Dover's software is unique in that it understands exactly what a good candidate looks like for any job opening, calibrates with the hiring manager and recruiting team, and then runs all three primary recruiting channels (applicant filtering, candidate outreach, and referrals) to get those candidates into the interview process. Dover sits on top of candidate sources like LinkedIn, Indeed and Triplebyte, determines how to optimize spending time and money across these sources, and gives hiring teams insights into how their recruiting metrics compare to the market.
I'm incredibly grateful for the continued support from our customers, partners and investors and couldn't be happier to continue to build the future of recruiting with you. I'm also amazed with what the Dover team has been able to achieve in the last two and a half years, and am excited for what's to come.
At Dover, we're on a mission to enable every company in the world to create the best recruiting experience possible. Today, we're thrilled to share that Dover has raised a $20m Series A round led by Tiger Global, with participation from previous investors Founders Fund, Abstract Ventures, and YC.
George, Anvisha, and I started Dover in early 2019 as second-time founders who felt that recruiting was deeply broken for both candidates and companies. Our big realization came after we reflected on how we spent our time while recruiting — only 20% of it was strategic and 80% was largely operational work. We were following the playbook most companies follow — stringing together countless recruiting tools, with little data on how to optimize interview processes, recruiting spend, and ultimately hiring outcomes for a given job opening. We were getting by on luck and intuition and knew there had to be a better way.
So we got to work. Over the past several years, we've built a vertically-integrated recruiting platform that automates the 80% of tedious operational work like sourcing, scheduling, and process management. This streamlines the recruiting experience for candidates while also giving hiring teams more time to focus on recruiting strategy–essential questions like "how do we get someone excited to work for us?" and "how can we attract better talent?" We knew it was important for companies to be able to build efficient and equitable hiring practices while also optimizing their recruiting funnels - like any efficient sales or marketing organization would do.
Since then, hundreds of companies have used Dover to hire across engineering, product, sales, marketing, and more. Many of the companies we've worked with are now comprised largely of "Dover" hires. Some started using Dover to make their first few key hires, while larger customers with established recruiting teams were able to scale much more quickly with Dover's platform.
Dover's software is unique in that it understands exactly what a good candidate looks like for any job opening, calibrates with the hiring manager and recruiting team, and then runs all three primary recruiting channels (applicant filtering, candidate outreach, and referrals) to get those candidates into the interview process. Dover sits on top of candidate sources like LinkedIn, Indeed and Triplebyte, determines how to optimize spending time and money across these sources, and gives hiring teams insights into how their recruiting metrics compare to the market.
I'm incredibly grateful for the continued support from our customers, partners and investors and couldn't be happier to continue to build the future of recruiting with you. I'm also amazed with what the Dover team has been able to achieve in the last two and a half years, and am excited for what's to come.
At Dover, we're on a mission to enable every company in the world to create the best recruiting experience possible. Today, we're thrilled to share that Dover has raised a $20m Series A round led by Tiger Global, with participation from previous investors Founders Fund, Abstract Ventures, and YC.
George, Anvisha, and I started Dover in early 2019 as second-time founders who felt that recruiting was deeply broken for both candidates and companies. Our big realization came after we reflected on how we spent our time while recruiting — only 20% of it was strategic and 80% was largely operational work. We were following the playbook most companies follow — stringing together countless recruiting tools, with little data on how to optimize interview processes, recruiting spend, and ultimately hiring outcomes for a given job opening. We were getting by on luck and intuition and knew there had to be a better way.
So we got to work. Over the past several years, we've built a vertically-integrated recruiting platform that automates the 80% of tedious operational work like sourcing, scheduling, and process management. This streamlines the recruiting experience for candidates while also giving hiring teams more time to focus on recruiting strategy–essential questions like "how do we get someone excited to work for us?" and "how can we attract better talent?" We knew it was important for companies to be able to build efficient and equitable hiring practices while also optimizing their recruiting funnels - like any efficient sales or marketing organization would do.
Since then, hundreds of companies have used Dover to hire across engineering, product, sales, marketing, and more. Many of the companies we've worked with are now comprised largely of "Dover" hires. Some started using Dover to make their first few key hires, while larger customers with established recruiting teams were able to scale much more quickly with Dover's platform.
Dover's software is unique in that it understands exactly what a good candidate looks like for any job opening, calibrates with the hiring manager and recruiting team, and then runs all three primary recruiting channels (applicant filtering, candidate outreach, and referrals) to get those candidates into the interview process. Dover sits on top of candidate sources like LinkedIn, Indeed and Triplebyte, determines how to optimize spending time and money across these sources, and gives hiring teams insights into how their recruiting metrics compare to the market.
I'm incredibly grateful for the continued support from our customers, partners and investors and couldn't be happier to continue to build the future of recruiting with you. I'm also amazed with what the Dover team has been able to achieve in the last two and a half years, and am excited for what's to come.
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