Online job listings were one of the first things to catch on in the first generation of the internet. But that has, ironically, also meant that some of the most-used digital recruitment services around today are also some of the least evolved in terms of tapping into all of the developments that tech has to offer, leaving the door open for some disruption. Today, one of the startups doing just that is announcing a big round of funding to double down on its growth so far.

Beamery, which has built what it describes as a “talent operating system” — a way to manage sourcing, hiring and retaining of people, plus analyzing the bigger talent picture for an organization, a “talent graph” as Beamery calls it, in an all-in-one, end-to-end service — has raised $138 million, money that it plans to use to continue building out more technology, as well as growing its business, which has been expanding quickly and saw 337% revenue growth year over year in Q4.

The Ontario Teachers’ Pension Plan Board (Ontario Teachers’), a prolific tech investor, is leading the round by way of its Teachers’ Innovation Platform (TIP). Other participants in this Series C include several strategic backers who are also using Beamery: Accenture Ventures, EQT Ventures, Index Ventures, M12 (Microsoft’s venture arm) and Workday Ventures (the venture arm of the HR software giant).

Abakar Saidov, co-founder and CEO at London-based Beamery, told TechCrunch in an interview that it is not disclosing valuation, but sources in the know say it’s in the region of $800 million.

The round is coming on the heels of a very strong year for the company.

The “normal” way of doing things in the working world was massively upended with the rise of COVID-19 in early 2020, and within that, recruitment was among one of the most impacted areas. Not only were people applying and interviewing for jobs completely remotely, but in many cases they were getting hired, onboarded and engaged into new jobs without a single face-to-face interaction with a recruiter, manager or colleague.

And that’s before you consider the new set of constraints that HR teams were under in many places: variously, we saw hiring freezes, furloughs, layoffs and budget cuts (often more than one of these per business), and yet work still needed to get done.

All that really paved the way for platforms like Beamery’s — designed not only to be remote-friendly software-as-a-service running in the cloud, but to handle the whole recruiting and talent management process from a single place — to pick up new customers and prove its role as an updated, more user-friendly approach to the task of sourcing and placing talent.

“Traditional HR is very admin-heavy, and when you add in payroll and benefits, the systems that exist are very siloed,” said Saidov in the interview. “The innovation for us has been to move out of that construct and into something that is human, and has a human touch. From a data perspective, we’re creating the underlying system of record for all of the people touching a business. So when you build on top of that, everything looks like a consumer application.”

In the last 12 months, the company said that customers — which are in the area of large enterprises and include COVID vaccine maker AstraZeneca, Autodesk, Nasdaq, several major tech giants and strategic investor Workday — filled 1 million roles through its platform, a figure that includes not just sourcing and placing candidates from outside of an organization’s walls, but also filling roles internally.

The work that Beamery is doing is definitely helping the business not just pull its weight — its last round was a much more modest $28 million, which was raised way back in 2018 — but grow and invest in new services.

The company said it had a year-on-year increase of 462% in jobs posted across its customer base. A year before that (which would have extended into pre-pandemic 2019), the number of candidates pipelined increased by a mere 46%, pointing to acceleration.

Beamery today already offers a pretty wide range of different services.

They include tools to source candidates. This can be done organically by creating your own job boards to be found by anyone curious enough to look, and by leveraging other job boards on other platforms like LinkedIn, the Microsoft-owned professional networking platform that counts “Talent Solutions” — i.e. recruitment — as one of its primary business lines. (Recall Microsoft is one of Beamery’s backers.) It also provides tools to create and manage online recruitment events.

Beamery also offers tools to help people get the word out about a role, with a service akin to programmatic advertising (similar to ZipRecruiter) to populate other job boards, or run more targeted executive recruitment searches. It also provides a way for HR teams to create internal recruitment processes, and also run surveys with existing teams to get a better picture of the state of play.

And it has some analytics tools in place to measure how well recruitment drives, retention and other metrics are evolving to help plan what to do in the future.

The big question for me now is how and if Beamery will bring more into that universe. There have been some interesting startups emerging in the wider world of talent IT (if we could call it that) that could be interesting complements to what Beamery already has, or provide a roadmap for what it might try to build itself.

It includes much more extensive work on internal job boards (such as what Gloat has built); digging much deeper into building accurate pictures of who is at the company and what they do (see: ChartHop); or the many services that are building ways of sourcing and connecting with contractors, which are a huge, and growing, part of the talent equation for companies (see: Turing, Remote, Deel, Papaya Global, Lattice, Factorial and many others).

Beamery already includes contractors alongside full- and part-time roles that can be filled using its platform, but when it comes to managing those contractors, that’s something that Beamery does not do itself, so that could be one area where it might grow, too.

“The key reason enterprises work with us it to consolidate a bunch of workflows,” Saidov said. “HR hates having different systems and everything becomes easier when things interoperate well.” Employing contractors typically involves three elements: sourcing, management and scheduling, so Beamery will likely approach how it grows in that area by determining which piece might be “super core” the centralization of more data, he added.

Another two likely areas he hinted are on Beamery’s roadmap are assessments — that is, providing tools to recruiters who want to measure the skills of applicants for jobs (another startup-heavy area today) — and tools to help recruiters do their jobs better, whether that involves more native communications tools in video and messaging, as well as Gong-like coaching to help them measure and improve screening and interviewing.

It might also consider developing a version for smaller businesses to use.

Questions investors are happy to see considered, it seems, as they invest in what looks like a winner in the bigger race. TIP’s other investments have included ComplyAdvantage, Epic Games, Graphcore, KRY and SpaceX, a long run in a wide field.

“Leading companies worldwide are prioritising recruitment and retention. They are turning to Beamery for a best-in-class talent solution that can be seamlessly integrated with their business,” said Maggie Fanari, MD for TIP in Emea. “Beamery’s best-in-class approach is already recognized by top-tier companies. I’m excited by the company’s vision of to use technology to support long-term talent growth and build better businesses. Beamery is the first company to bring predictive marketing and data science into recruitment. They are a truly innovative company, building a vision that can shape the future of work — the company fits all the criteria we look for in a TIP investment and more.”

Google this morning announced the launch of Tau, a new family of virtual machines built on AMD’s third-gen EPYC processor. According to the company, the new x86-compatible system offers a 42% price-performance boost over standard VMs. Google notably first started utilizing AMD EPYC processors for Cloud back in 2017, while Amazon Cloud’s offerings date back to 2018.

Google claims the Tau family “leapfrogs” existing cloud VMs. The systems come in a variety of configurations, ranging up to 60vCPUs per VM, and 4GB of memory per vCPU. Networking bandwidth goes up to 32 Gbps, and they can be coupled with a variety of different network attached storage.

“Customers across every industry are dealing with more demanding and data-intensive workloads and looking for strategic ways to speed up performance and reduce costs,” Google Cloud CEO Thomas Kurian said in a press release.  “Our work with key strategic partners like AMD has allowed us to broaden our offerings and deliver customers the best price performance for compute-heavy, business-critical applications– all on the cleanest cloud in the industry.”

Image Credits: Google

Google has already signed up some high-profile customers for an early trial, including Twitter, Snap and DoIT.

“High performance at the right price point is a critical consideration as we work to serve the global public conversation,” Twitter Platform Lead Nick Tornow said in a blog post. “We are excited by initial tests that show potential for double digit performance improvement. We are collaborating with Google Cloud to more deeply evaluate benefits on price and performance for specific compute workloads that we can realize through use of the new Tau VM family.”

Image Credits: Google

The Tau VMs will be arriving for Google Cloud in Q3 of this year. The company has already opened the system up to clients for pre-registration. Pricing is dependent on the configuration. For example, a 32vCPU VM sporting 128GB RAM will run around $1.35 an hour.

Free money from the government sounds like winning the lottery, but the reality is that most tech startups and even local retail businesses and restaurants can potentially qualify for tax credits related to research and development in the United States. Those credits, which is what helps tech giants keep their tax rates to near zero, are hard for smaller companies to receive because of extensive documentation requirements and potential audit costs.

So a number of startups have been launched to solve that gap, and now, larger companies are entering the fray as well.

Gusto, which started off with payroll for SMBs and has since expanded into employee on-boarding, insurance, benefits and other HR offerings, today announced that it is acquiring Ardius, a startup designed to automate tax compliance particularly around R&D tax credits.

The Los Angeles-based company was founded by Joshua Lee in 2018, who previously had worked for more than a decade at accounting firm EY. Terms of the deal were not disclosed, and Ardius will run as an independent business with the entire team transitioning to Gusto.

The strategy here is simple: Most R&D credits require payroll documentation, data that is already stored in Gusto’s system of record. Ardius in its current incarnation was designed to tap into a number of payroll data providers and extract that data and turn it into verifiable tax documents. With this tie-up, the companies can simply do that automatically for Gusto’s extensive number of customers.

Joshua Reeves, co-founder and CEO of Gusto, said that the acquisition falls in line with the company’s long-term focus on customers and simplicity. “We want to bring together technology, great service, [and] make government simpler,” he said. “In some ways, a lot of stuff we’re doing — make payroll simpler, make healthcare simpler, make PPP [loans] and tax credits simpler — just make these things work the way they’re intended to work.” The company presumably could have built out such functionality, but he noted that “time to market” was a crucial point in making Ardius the company’s first acquisition.

Tomer London, co-founder and chief product officer, said that “we’ve been looking at this space for a long time because it kind of connects to one of our original product principles of building a product that is opinionated,” he said. In a space as complicated as HR, “we want to be out there and be an advisor, not just a tool. And this is just such a great example of where you can take the payroll data that we already have and in just a few clicks and in a matter of a few days, get access to really important cash flow for a business.” He noted that tax credits is “something that’s been on our roadmap for a long time.”

Gusto works with more than 100 third-party services that integrate on top of its platform. Reeves emphasized that while Ardius is part of Gusto, all companies — even those that might compete directly with the product — will continue to have equal access to the platform’s data. In its release, the company pointed out that Boast.ai, Clarus, Neo.Tax and TaxTaker are just some of the other tax products that integrate with Gusto today.

Of course, Ardius is just one of a number of competitors that have popped up in the R&D and economic development tax credit space. MainStreet, which I last profiled in 2020 for its seed round, just raised $60 million in funding in March led by SignalFire. Meanwhile, Neo.tax, which I also profiled last year, has raised a total of $5.5 million.

Reeves was sanguine about the attention the space is garnering and the potential competition for Ardius. When it comes to R&D tax credits, “whatever creates more accessibility, we’re a fan of,” he said. “It’s great that there’s more awareness because it’s still under-utilized frankly.” He emphasized that Gusto would be able to offer a more vertically-integrated solution given its data and software than other competitors in the space.

While the pandemic particularly hit SMBs, who often lacked the financial wherewithal of larger companies to survive the crisis, Gusto actually expanded its business as new companies sprouted up. Reeves said the company grew its customer base 50% in its last fiscal year, which ended in April. It “turns out in a health pandemic and in an economic crisis, things like payroll and accessing health care are quite important,” he said. Gusto launched a program to help SMBs collect the government’s stimulus PPP loans.

The company’s main bases of operation are in San Francisco, Denver and New York City, and the company has a growing contingent of remote workers, including the Ardius crew, who will remain based in LA. While Reeves demurred on future acquisitions, Gusto’s focus on expanding to a comprehensive financial wellness platform for both employees and businesses would likely suggest that additional acquisitions may well be in the offing in the future.

Robotic process automation (RPA) is rapidly moving beyond the early adoption phase across verticals. Automating just basic workflow processes has resulted in such tremendous efficiency improvements and cost savings that businesses are adapting automation at scale and across the enterprise.

While there is a technical component to robotic automation, RPA is not a traditional IT-driven solution. It is, however, still important to align the business and IT processes around RPA. Adapting business automation for the enterprise should be approached as a business solution that happens to require some technical support.

A strong working relationship between the CFO and CIO will go a long way in getting IT behind, and in support of, the initiative rather than in front of it.

More important to the success of a large-scale RPA initiative is support from senior business executives across all lines of business and at every step of the project, with clear communications and an advocacy plan all the way down to LOB managers and employees.

As we’ve seen in real-world examples, successful campaigns for deploying automation at scale require a systematic approach to developing a vision, gathering stakeholder and employee buy-in, identifying use cases, building a center of excellence (CoE) and establishing a governance model.

Create an overarching vision

Your strategy should include defining measurable, strategic objectives. Identify strategic areas that benefit most from automation, such as the supply chain, call centers, AP or revenue cycle, and start with obvious areas where business sees delays due to manual workflow processes. Remember, the goal is not to replace employees; you’re aiming to speed up processes, reduce errors, increase efficiencies and let your employees focus on higher value tasks.

Small businesses have traditionally been underserved when it comes to IT — they are too big and have too many requirements that can’t be met by consumer products, yet are much too small to afford, implement or thoroughly need apps and other IT build for larger enterprises. But when it comes to neobanks, it feels like there is no shortage of options for the SMB market, nor venture funding being invested to help them grow.

In the latest development, Novo, a neobank that has built a service targeting small businesses, has closed a round of $40.7 million, a Series A that it will be using to continue growing its business, and its platform.

The funding is being led by Valar Ventures with Crosslink Capital, Rainfall Ventures, Red Sea Ventures and BoxGroup all participating. The startup is not disclosing valuation, but Novo — originally founded in New York in 2018 but now based out of Miami — has racked up 100,000 SMB customers — which it defines as businesses that make between $25,000 and $100,000 in annualized revenues — and has seen $1 billion in lifetime transactions, with growth accelerating in the last couple of years.

There are a wide variety of options for small businesses these days when it comes to going for a banking solution. They include staying with traditional banks (which are starting to add an increasing number of services and perks to retain small business customers), as well as a variety of fintechs — other neobanks, like Novo — that are building banking and related financial tools to cater to startups and other small businesses.

Just doing a quick search, some of the others targeting the sector include Rho, NorthOne, Lili, Mercury, Brex, Hatch, Anna, Tide, Viva Wallet, Open and many more (and you could argue also players like Amazon, offering other money management and spending tools similar to what neobanks are providing). Some of these are not in the U.S., and some are geared more at startups, or freelancers, but taken together they speak to the opportunity and also the attention that it is getting from the tech industry right now.

As CEO and co-founder Michael Rangel — who hails from Miami — described it to me, one of the key differentiators with Novo is that it’s approaching SMB banking from the point of view of running a small business. By this, he means that typically SMBs are already using a lot of other finance software — on average seven apps per business — to manage their books, payments and other matters, and so Novo has made it easier by way of a “drag and drop” dashboard where an SMB can integrate and view activity across all of those apps in one place. There are “dozens” of integrations currently, he said, and more are being added.

This is the first step, he said. The plan is to build more technology so that the activity between different apps can also be monitored, and potentially automated

“We’re able to see this is your balance and what you should expect,” he said. “The next frontier is to marry the incoming with outgoing. We’re using the funding to build that, and it’s on the roadmap in the next six months.”

Novo has yet to bring cash advances or other lending products into its platform, although those too are on the roadmap, but it is also listening to its customers and watching what they want to do on the platform — another reason why it’s clever to make it easy to for those customers to integrate other services into Novo: not only does that solve a pain point for the customer, but it becomes a pretty clear indicator of what customers are doing, and how you could better cater to that.

Listening to the customers is in itself becoming a happy challenge, it seems. Novo launched quietly enough — between 2018 and the end of 2019, it had picked up only 5,000 accounts. But all that changed during 2020 and the COVID-19 pandemic, which Rangel describes as “just hockey stick growth. We grew like crazy.”

The reason, he said, is a classic example of why incumbent banks have to catch up with the times. Everyone was locked down at home, and suddenly a lot of people who were either furloughed or laid off were “spinning up businesses,” he said, and that led to many of them needing to open bank accounts. But those who tried to do this with high-street banks were met with a pretty significant barrier: you had to go into the bank in person to authenticate yourself, but either the banks were closed, or people didn’t want to travel to them. That paved the way for Novo (and others) to cater to them.

Its customer numbers shot up to 24,000 in the year.

Then other market forces have also helped it. You might recall that banking app Simple was shut down by BBVA ahead of its merger with PNC; but at the same time, it also shut down Azlo, it’s small business banking service. That led to a significant number of users migrating to other services, and Novo got a huge windfall out of that, too.

In the last six months, Novo grew four-fold, and Rangel attributed a lot of that to ex-Azloans looking for a new home.

The fact that there are so many SMB banking providers out there might mean competition, but it also means fragmentation, and so if a startup emerges that seems to be catching on, it’s going to catch something else, too: the eye of investors.

“The ability of the Novo team to grow the company rapidly during a year where businesses have faced unprecedented challenges is impressive,” said Andrew McCormack, founding partner at Valar Ventures, the firm co-founded by Peter Thiel, another big figure in fintech. “Novo tripled its small business customer base in the first half of 2021! Their custom infrastructure and banking platform put them in prime position to expand their services at an even faster pace as we come out of the health crisis. All of us at Valar Ventures are excited to join this team.”