Mike Seidle CTO & Co-founder PivotCX
Mike is a serial entrepreneur and software developer with deep experience in HR Tech. Mike heads up product operations and product development for PivotCX.
- Founder & CEO IndyAssociates, Indiana’s first Digital Marketing Agency
- Founder & CEO Pro Blog Service, Indiana's first social media agency
- Co-founder & CTO VPSpay.com, card and ACH processing for the legal industry
- Director of Development, DirectEmployers Association lead architect for National Labor Exchange & DirectTraffic Analytics
- Former board member, HR Open Standards Consortium
- US Navy Veteran, Nuclear Propulsion
Mike Seidle serves as Chief Technical Officer and is responsible for all facets of product development and digital operations at PivotCX. Mike brings over 30 years of experience in marketing, software development, product and user experience design, and a proven track record of leading technology-driven teams. A strong proponent of customer-driven design, Mike enjoys working directly with customers and end-users whenever possible.
A native of Muncie Indiana, Mike started professionally developing software at age 16, building vascular diagnostic software for Portable Medical Software. Mike started at Ball State University and founded White River Technology Group, his first company, in 1990. In 1992 Mike entered the US Navy and attended Naval Nuclear Power School in Orlando, Florida, earning an honorable discharge in 1994.
In 1996, Mike started with Vanstar and held various positions starting as an inside sales rep, eventually being named regional corporate manager. In addition to selling and sales management, Mike was highly involved in Inacom’s eCommerce, customer relationship management, and sales automation efforts. In 1999, Inacom filed for bankruptcy and Mike joined Indianapolis-based CRM integrator Expanse, Inc as VP of Sales and Marketing.
At Expanse, Mike doubled sales in his first year and doubled profits while continuing to increase sales in year two. Mike also leveraged his ability to build software and developed one of the first integrated web, CRM, and email marketing systems that served as Expanse’s main source of new business and helped Expanse rise to be a global Top 10 Goldmine Partner, eventually helping over 400 companies in the Midwest implement CRM, often for the first time.
In 2002, Mike started Indy Associates, a digital marketing agency focused on lead generation, SEO, social media, and content marketing strategies built on open source technologies. Indy Associates customers included RCI, ETS, Microsoft, JiST Publishing (the publisher of the Occupational Outlook Handbook), and many other companies large and small. Mike was highly involved in all phases of Indy Associates’ business, including sales, marketing, developing client marketing campaigns, graphic design, and software development. While at Indy Associates, Mike built and spun off Linking Indiana, an Indiana-focused social network, Virtual Payment Systems, a credit card processor for law firms, and Professional Blog Service, a social media marketing firm. Mike currently serves on the board of directors for Virtual Payment Systems.
In 2010, Mike joined DirectEmployers as a senior user experience engineer and was quickly promoted to director of development. While at DirectEmployers, Mike was responsible for managing the development of two products: DirectTraffic, a job ad analytics system, and the National Labor Exchange, a 4.2 million jobs-per-day aggregator network delivering jobs from and to 19,000 private sector employers and all 54 U.S. state and protectorate governments. In 2011, Mike joined the HR Open Standards Consortium (HROS) seeking to champion standardization to simplify National Labor Exchange operations. In 2012, Mike was elected to the HROS Board of Directors and was responsible for establishing the HROS government initiative. Mike served until January 2015 when he left to start PivotCX.
“The most important metric in the hiring process is response time. The faster you get to a human-to-human conversation, the more likely you are to make a hire.” -- Mike Seidle, Cofounder, PivotCX.io
“I've never seen a survey of job seekers where the job seeker wants to talk to a chatbot.” -- Mike Seidle, Cofounder, PivotCX.io
“Most talent acquisition organizations think in terms of days and weeks. We should be thinking in terms of minutes and seconds.” -- Mike Seidle, Cofounder, PivotCX.io
“Don't overprocess candidates. Talk to them. Processing requires accurate data, and you just don't have it until you have a conversation and confirm a candidate's qualifications. Most resumes and most job applications contain at least one inaccuracy that will automatically reject a candidate.” -- Mike Seidle, Cofounder, PivotCX.io
“40-70% of hires should come from re-marketing candidates that are in your CRM or ATS. If you are relying on new applications to fill every position, you are missing half of the hires you could be making.” -- Mike Seidle, Cofounder, PivotCX.io
“There are only two rules in marketing: do something, and do it better next time.” -- Mike Seidle, Cofounder, PivotCX.io
“Speed is highly underrated. The faster you deliver on a great experience, the more positive the outcome will be. This applies to recruiting, customer service, marketing, and sales interactions.” -- Mike Seidle, Cofounder, PivotCX.io
“The best standard is one everyone else uses. If you want to standardize, you have to be ok with accepting something that is not invented by your team.” -- Mike Seidle, Cofounder, PivotCX.io
October 3rd, 2022 | 41 mins 3 secs
candidate experience, hr team, hr tech, recruiter, recruiting technology, recruitment, recruitment marketing, recruitment technology, ta tech, talent acquisition
Why aren’t 74% of recruiting teams meeting their hiring goals? Do they need to create more automation in the recruiting process? Or maybe review their candidate experience? It may not be the reason you think... Tune in to learn what the reality is versus the expectations people have of recruiters.
September 1st, 2022 | 34 mins 7 secs
In this episode we have Cary Sparrow, Founder & Chief Executive Officer of Greenwich HR. On this episode we discuss how most job market numbers are wildly inaccurate. Knowing what you should offer is different than knowing what people want.
August 18th, 2022 | 38 mins 28 secs
Welcome David Bernstein to this week’s episode and to PivotCX team. This Week David & Mike talk about the progression of the recruitment industry from being on paper to going digital.
July 15th, 2022 | 48 mins 30 secs
advertising, indeed, recruiting
There is much low-hanging fruit in the world of recruitment advertising that every recruiter can adopt to improve their hiring practices.
June 16th, 2022 | 28 mins 34 secs
Mike and Athin Cassiotis delve into the importance of setting a specific type of mindset in business and life, developing your company and personal brands, and hiring for attitude in this job market.
June 9th, 2022 | 29 mins 42 secs
team brand, values-alignment
Mike and Lindsay reflect on how business values and company mindset to drive success.
June 3rd, 2022 | 32 mins 25 secs
It's time for a PEO Revolution. Today I’m joined by Dawn Lively and Daniel Fuller of FullStack PEO. We use FullStack at PivotCX for HR benefits, payroll, and everything we do managing our own people. If you look at a PEO, what they allow a smaller company like us to do is compete with bigger companies for talent. It’s an option that, if it fits your organization, can be transformative.
May 12th, 2022 | 31 mins 34 secs
In this Pivot2First episode, Mike and Traci Chernoff consider the secret sauce to employee retention and productivity, and how to optimize the recruitment process by bringing people, technology, and businesses together. They also cover why peer interviewing is a great idea, the four pillars of employee engagement, and the interaction between AI-powered and human-powered HR.
May 5th, 2022 | 37 mins 37 secs
candidate flow, recruiting strategies, talent acquisition
Speed Wins in Recruiting, and when it comes down to it, not all HR professionals recruit at the necessary speed. Mike Seidle and Kyle Roed discuss recruiting strategies CEOs can bring back to their team to get ahead in the competition for talent.
April 25th, 2022 | 27 mins 5 secs
After the Great Resignation, employers have to rethink their recruiting marketing strategies. More than ever before, candidates are looking for companies that align with their values and lifestyles. Thus, employers are incentivized to build and maintain a good reputation through reviews on websites such as Glassdoor and Indeed. This poses the risk of hyper-focusing on appearances instead of spending time developing positive interactions with potential and current employees.
April 18th, 2022 | 25 mins 27 secs
always be recruiting, employee retention, fix recruiting, succession planning
Mike and Jon Dwoskin talk about what it means to “Always Be Recruiting” (ABR), and why Succession planning for more than the CEO and employee retention are key to solving companies’ hiring problems.
April 14th, 2022 | 35 mins 6 secs
As CTO at PivotCX, Mike Seidle gets to work with some of the most brilliant people in the industry with one goal: turning hiring into a competitive advantage. On this emission, Mike and Ton Dobbe speak about how companies can create sustained growth and success.