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10 Best Chrome Extensions for Recruiters To Try in 2023 For Effortless Hiring 

February 16, 2023

‍Recruiters don’t just hire! They perform countless other tasks to enable smooth hiring. From sourcing, engaging, forecasting, training, and onboarding, to creating guides, SOPs, docs, and much more, recruiters facilitate a healthy working environment. 

However, with so many duties, they often need to catch up in admin jobs and other menial tasks. They are unable to focus on high-value functions. Hence, they cannot optimize the hiring process and don’t get the best results.

The best way to get away with admin tasks and scale the efforts is to automate by deploying the tools. These additional tools will take over menial jobs and perform them accurately. To make this easier for you, today we will share a list of the top 10 chrome extensions for recruiters to help with day-to-day tasks and make hiring effortless.  

Top 10 Chrome Extensions For Recruiters To Make Hiring Effortless 

Why chrome extensions? 

Chrome extensions are easy to install and integrate with the existing tech stack. The recruiters need to spend less time to set up these tools and can use them immediately. They will enhance efficiency by taking over mundane tasks and performing them accurately. Here are 10 extensions to help you with diverse HR functions.  


How does it help? Source and engage with prospects on multiple channels


Nurturebox is the ultimate talent engagement tool for recruiters to source and engage without admin tasks. They can automate the process of creating candidate lists, tracking all the conversations, avoiding duplication, and much more with Nurturebox. 

How does it work? After logging in and integrating, the recruiters have to search for qualified candidates on desired platforms- LinkedIn or Indeed.com to tap qualified prospects. It pulls all the chosen candidates and adds them to existing ATS, making the sourcing process easy. This helps in avoiding any duplication and building a healthy talent pool.  


  • It facilitates a multi-channel hiring approach. The recruiters can integrate the whole tech stack and streamline the hiring process. 
  • It records all the conversations across the channels so the recruiters can engage with candidates seamlessly.
  • It tracks all the touch points to provide insightful reports and improve data accessibility. 
  • There are other features like reporting, easy data management, simple click follow-up, interview feedback feature, and much more. 

Recruiters can scale the talent pipeline and hire desired candidates by providing a pleasant experience. 


How does it help? Find email address


Hunter is an email discovery tool that collects email addresses with one click. Recruiters can get all the email addresses behind a particular website in seconds. 

How does it work? Firstly, download the plugin. Secondly, sign-up to get started. Finally, get 25 free monthly searches to find email IDs of top-qualified candidates. They simply move to the desired website, click on the extension, and get a list of all the email addresses of the website/ domain name. 


  •  The recruiters can find emails associated with a particular domain and verify them simultaneously. 
  • There are department filters to find relevant people in a few clicks. 
  • One can find a particular blog’s author name and email address without any back and forth.
  • Other valuable benefits are email verification, list building, filters, etc. 

Briskine (Earlier Gorgias)

How does it help? Get email templates


Briskine (earlier popular as Gorgias) is an email template tool to ease engagement. Instead of having to type the same message 100s of times, recruiters can create a template and shortcut to access them across multiple platforms. 

How does it work? Recruiters can start by downloading and signing in to add templates easily. These templates can hold various file formats, such as images, attachments, articles, etc. All of this will be accessible with a single TAB click. 


  • It is compatible with various applications, such as Gmail, LinkedIn, Facebook, Outlook, WhatsApp, and other search engines. 
  • Recruiters can add other custom shortcuts and templates. They are searchable. So, if you forget the shortcut, you need to look back for cues and access them immediately.


How does it help? Discover B2B contacts 


Lusha is the most popular tool for prospecting! Recruiters can access all the company data and contacts with a single click. It is primarily used for B2B contacts to find verified email addresses and other contact information, such as mobile phone numbers. 

How does it work? Lusha has a simple set up-, download, sign-up, and ready-to-use. Recruiters move to desired candidates' IDs or any website and get all the relevant contact information in a single click. Alternatively, one can search to find the contact details of the desired candidate. Recruiters get 5 free monthly credits (name, email, phone number), which is expandable with a premium membership.


  • Recruiters can extract contact information in bulk and export it directly to the desired CRM. This reduces friction in creating prospect lists. 
  • The email extraction is available for websites and Salesforce as well. 

Harver X

How does it help? Track applications and assess suitability 


HarverX is an applicant tracking system add-on where you can assess candidate suitability. Recruiters can analyze which candidates are suitable for the role based on a dedicated scoring system. 

How does it work? The recruiter can start using it by signing up and adding the current ATS. Subsequently, they can get results by opening the desired candidate profile. 


  • It has various scoring parameters to judge the candidate and ease the assessment process. 
  • There are various assessment types, such as behavioral, remote work, soft skills, etc. 
  • Additionally, recruiters can conduct reference checks and optimize the entire hiring process.  


How does it help? Grammar check and proofread 


Grammarly is a writing assistant for people across the globe. It helps to refine the text/ content by running grammar and spell-check. 


  • This ensures that the content is grammatically correct. 
  • It fixes all the grammatical errors, typos, tone issues, and much more to proofread and make the message effective. 
  • Recruiters can choose the desired tone and customize the settings per their needs. 
  • Recruiters can edit on any app/ any tab with the chrome extension by signing up and creating a free account. 
  • It works on the majority of platforms- emails, Slack, WhatsApp, Google Docs, Discord, LinkedIn, etc. It will edit all the text to offer grammatically accurate.

It also has paid plans. What’s the difference

  • The free plan offers benefits such as spelling and grammar checks, punctuation checks, tone checks, and auto-citations. 
  • The paid version offers additional features like rephrasing for clarity, fluency, and other advanced suggestions. 


How does it help? Schedule meetings 


Calendly is a meeting scheduler tool to facilitate appointments without friction. 

How does it work?  It requires recruiters to choose the desired time for meetings and bookings. Then, with a simple link, they can share their availability to book appointments. 


  • Recruiters can book appointments and conduct meetings by sharing a single link to avoid double bookings and keep the calendar organized.
  • Recruiters can use this link on any desired application- LinkedIn, Gmail, Twitter, etc. to share the availability and automate appointment scheduling. 
  • They can access all the events and even mark them as favorites for quicker access. 
  • It also offers collaboration features like meeting polls for choosing a convenient timing for the entire team and notes for self and team members. 


How does it help? Track digital background and footprint 


AmazingHiring is a tool to track the digital footprint of the desired candidates in a few simple steps.  This tool is curated for technical specialists specifically. 

Recruiters can get information about desired candidates from over 50+ open sources. 

How does it work? Recruiters start by creating an account and finding the desired profile/ candidate. Then, with a simple click, they can get all the information extracted and organized from 50+ sources. 


  • It offers AI-powered sourcing to strengthen the talent pipeline and automate the outreach process. 
  • Recruiters can scale the sourcing process by contacting desired candidates in bulk, automating follow-ups, and tracking relevant engagement metrics. 
  • It helps in professional background checking by accessing all the relevant social media and professional platforms to gather insightful information.


How does it help? Get all the social contact from a single source 


Discover.ly is a social background checker tool. It taps into all the social media accounts and gets the complete social contact of the desired candidate. 

How does it work? Recruiters start by signing up with a Facebook or Google account and sourcing the desired candidate. Once they find a qualified profile, they get all the social media information on the screen by tapping on the extension.


  • Recruiters can get information about their social media profiles on Gmail, Facebook, Twitter, and LinkedIn. So, for instance, if the recruiter finds a suitable candidate on LinkedIn, they can get information about their Twitter, Facebook, and Gmail from the extension. 
  • In addition to social media, recruiters can access other data like their work information, mutual connections (on LinkedIn and Facebook), and their top tweets.


How does it help? Create guides and SOPs 


Scribe is your helping hand in creating guides, SOPs, step-by-step instructions, and other documentation-related tasks. 

Recruiters need to perform a lot of documentation for new hires, training materials, assessments, and more. Gathering all the resources at the right time can be tedious, especially if a process is constantly evolving. 

Scribe helps to capture all the procedures into automated guides by running in the background. 

How does it work? The recruiter only needs to perform the function, and the extension picks up all the touchpoints to offer a detailed guide. Recruiters can start creating guides by tapping on the extension button and performing the desired task as they would normally do.


  • These guides are customizable, allowing recruiters to add or remove texts and images.
  • These guides can further be embedded into the CMS for easier access.
  • The tool provides enterprise-grade security to ensure operational safety.  

Finding Best Tools For Recruiters: Hiring Was Never This Easier!

Are you still thinking about which extension to choose? Here are three factors you should consider before investing (even for free tools cause if not time, you are paying in terms of time and effort) in any tool. 

  • Is the tool easy to set up? If the tool has an elaborate set-up procedure, such as login, integration, authentication, and an endless list of formalities before starting, you would want to avoid it. Also, it should be easy to use. You need not spend hours trying to figure out its functionality. 
  • Does the benefit supersede the cost? Not all extensions are free or inexpensive. You must decide which ones are worth investing in cautiously. If the extension is free and increases the burden, it does not drive any ROI. Contrarily if the tool costs $100/ month but takes over critical tasks, it will be worth purchasing. 
  • What all functions does the extension take over? The aim is to analyze the tool’s functionality. It should perform various tasks and ease the recruiter’s job. If the extension performs 1 or 2 trivial tasks, you might want to look for other valuable tools. 

Answer these three questions, and you can pick the right tool to fit your business needs and goals. They will help you organize all the HR functions in a better way and string them together to avoid unnecessary friction. You can focus on high-value tasks and enhance data accessibility. 

Nurturebox helps businesses exactly to fulfill all the criteria and make hiring effortless. Recruiters can get started in a few simple steps and hire desired candidates easily. Simply integrate with the existing tech stack to source and engage top talent without too much hassle! Nurturebox takes over all the admin tasks, and you focus solely on engaging and hiring the right people for your business.

Download the plugin today to hire without any hassle! 

Amidst today’s noisy digital world, brands find it challenging to create meaningful connections with their customer base and target audience. Getting the target consumer’s attention and persuading them to buy from you gets even trickier. Hence, content marketing has become more crucial than ever for brands to attract, educate, and retain customers.

Content creation is a top priority for 80% of marketers, and there is no reason it shouldn’t be. Consistent, high-quality, and engaging content impacts your audience’s decisions through education and persuasion.

Depending on your business goals and requirements, the role of Content Marketers you hire will vary. The primary responsibilities revolve around forming consistent brand messaging and deciding upon a unique and identifiable voice, style, and pitch across various distribution channels.

From raising brand awareness to attracting a relevant audience to your website, boosting social media presence and engagement, generating leads, and building brand loyalty – content marketing drives all the growth efforts for your brand. When done effectively, it can help you:

  • Build positive brand awareness
  • Make your audience stick around for longer
  • Get better traction on social media
  • Gain more trust of your audience than ever
  • Generate qualified leads
  • Improve conversion rates
  • Boost business visibility with SEO
  • Position your brand as an authority
  • Cultivate loyal brand fans

While content marketing is a broad role with numerous areas of expertise involved, it’s vital to thoroughly understand your company’s current marketing goals and the related requirements. In this blog, we will dive deep into the step-by-step approach to hiring a Content Marketer.

What is The Role of a Content Marketer?

A Content Marketer must be deeply passionate about telling your brand’s story to the world. The objective is to educate and nurture the target audience to establish brand authority using thought-leadership and drive more people to buy from you.

As a candidate is expected to be a mediator between the brand and the target audience, they are primarily responsible for planning, creating, and sharing valuable content to grow their company’s awareness and engagement to bring more business.

To be more specific, the role of a Content Marketer requires a perfect blend of creativity and attention to detail in an individual. It’s a balancing role, as they need to ensure creating content that resonates and strengthens business relationships, using strategies that position your business as authentic and problem-solving.

Take a look at the core responsibilities of a Content Marketer that most businesses expect them to take over:

  • Research and Competitor Analysis: The first and foremost step to creating a content marketing strategy is effective initial research. It not only helps a Content Marketer understand the nuances of the industry through competitor analysis but also study and understand the target audience thoroughly.
  • Building Content Marketing Plans: Once the competitor research and target audience analysis is done, a Content Marketer needs to work on the different plans for all the business objectives, targeted channels, segments of the audience, and the bigger marketing strategy. A content marketing plan typically consists of:
  • Specific goals along with a pre-decided timeline
  • Various channels to be targeted for content distribution
  • Types of content to be created
  • Budget for the entire staff, outsourced services, and paid promotion (Collabs and Ads)
  • Creating Editorial Calendar: Creating, managing, and maintaining a content calendar is one of the most crucial responsibilities of a Content Marketer. It is a centralized visual document that enables effective collaboration among the marketing team and helps Content Marketers ensure on-time production and delivery.
  • Content Creation: Once the strategy and calendar have been approved by relevant stakeholders, Content Marketers need to do the on-ground work. This task usually depends on the scale of your company and content marketing strategy. Suppose an organization already has a set of writers, then the Content Marketer doesn’t need to create content by themselves.
  • Search Engine Optimization (SEO): Producing quality content that educates your target audience and resonates with them, isn’t enough. You need to optimize your content creation to make it search engine-friendly. While most companies need a dedicated SEO specialist for keyword research and planning, Content Marketers need to closely collaborate with them and should be well-versed in the basics of SEO.

While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with

  • Content editing and ensuring adherence to a certain style guide    
  • Continous publishing and distributing content
  • Measuring and analyzing performance

How to Hire a Content Marketer: Step-By-Step?

Content marketing has become the key to driving growth for businesses. Unlike a few years ago, it’s not possible now to get away with a one-person team for content marketing. You need deeply trained individuals for specialist roles.

Let’s now dive into the step-by-step approach of hiring a Content Marketer. But before you even source your first candidate, you should have a clear expectation of the skillset and experience to look out for top content marketing candidates.

Top Must-Have Skills in a Content Marketer

Apart from having relevant industry experience, a good Content Marketer must possess the following skills.

  1. Excellent Writing Skills

A Content Marketer’s prior skillset should be writing excellent attention-grabbing content. From long-form blog posts to website copy, ad copies, social media content, video scripts, emails, newsletters, e-books, whitepapers, and more – a Content Marketer should be able to adapt to the business’s specific requirements and create quality content.

  1. Audience Research

Identifying user behavior is vital for framing the story in the right direction. So a Content Marketer must know how to identify and analyze the needs and pain points to develop a buyer persona. User research can be performed through social listening, relevant communities, in-person calls with customers, analyzing sales call recordings, and more.

  1. Keyword Research

Creating valuable thought-leadership content isn’t enough. Researching the right set of keywords is an essential skill to further educate your target audience on the Whys, Hows and Whats of your business, and have your website rank on Google.

  1. Data-oriented Content

Content that’s not backed by relevant data points does not build enough trust. Experienced content marketing professionals would always prefer data over hollow claims. No doubt that only data doesn’t help a content piece succeed, but it’s essential..

  1. Project Management, Planning, and Publishing –

A Content Marketer is also expected to break down and analyze the pain points to turn keyword research into content ideas. So a professional must be able to identify and solve content gaps.

Further, they must know how to create a content calendar, decide the different types of content, and choose relevant platforms to publish and schedule marketing campaigns.

  1. Content Promotion

Creating a valuable content piece, for example - an ebook, isn’t enough. Your content marketing team needs to promote it proactively for bringing enough attention and engagement.

  1. Performance Analysis

Setting up goals and plans is one thing, but continuously executing, measuring, and analyzing content performance is another. A Content Marketer should always be monitoring key performance parameters to figure out the upcoming plans with the necessary updates required.

Not to forget - stakeholders and marketing heads need the performance reports regularly. So Content Marketers must be able to collect and comprehend all the data to make it worth presenting.

Step 1: Create a Candidate Persona

Let’s sort out the priorities first, and decide the type of content marketing candidates you want to recruit. From exceptional research skills to storytelling, communication skills, relationship building, audience engagement, and more capabilities must be comprehensively considered. Identify and break down the skill requirements for Content Marketers:

  • What are the educational qualification criteria for the role?
  • How many years and what type of work experience do you want in candidates?
  • What are the specific skill sets you’re looking for?
  • Which industry experience would you primarily prefer?
  • Are there any tools your candidates should be hands-on with?
  • What are some personality traits that will fit your company?
  • Where do they look for a new job?
  • What are their career and life goals?

Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.

Step 2: Document the Role Requirements and Decide on Your Recruiting Process

Next step is determining your role requirements suiting primarily to organizational needs and business goals. A content marketing professional is expected to own the entire content strategy, creation, and distribution. But what about your business’s unique requirements?

You might need someone comfortable with frequently creating long-form content pieces like blogs, ebooks, or whitepapers, or creating engaging video content based on your industry trends.

Talk to various relevant stakeholders for seeking the complete detailed company requirements for the role.

Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.

As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.

Step 3: Prepare a Content Marketing Job Description

Once you have finalized the role requirements with respect to your current content marketing goals and team, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.

Here are the necessary components you must have in your job description:

  • Job Title: The position you’re looking to fill. For example - Content Marketing Specialist or Content Marketing Manager.
  • Roles & Responsibilities: An outline of the candidate’s day-to-day activities. From ideation to implementation and the impact on the organization, everything should be covered.  
  • Skill Requirements: Skills and abilities a candidate must have to perform the job successfully.
  • Perks and Benefits: The compensation details, perks of the job, and any other benefits.
  • About the Company: Why should a candidate consider working with your company?

Content Marketer Job Description Template


The job of a Content Marketer is to perform competitor research, create user persona, and write plagiarism-free content for blog articles, social media, and the company website. They need to stay updated on the latest SEO techniques.


  • Develop, write and deliver persuasive copy for the website, email marketing campaigns, sales collateral, videos, and blogs
  • Build and manage an editorial calendar; coordinate with other content crafters to ensure standards
  • Measure impact and perform analysis to improve KPIs
  • Include and optimize all content for SEO
  • Contribute to the localization of processes and content to ensure consistency across regions
  • Review and implement process changes to drive operational excellence


  • Proven content marketing, copywriting, or SEO experience
  • Working knowledge of content management systems like WordPress
  • A well-maintained portfolio of published articles, blogs, copy, etc
  • Proven experience of working under pressure to deliver high quality output in a short span of time
  • Proficiency in all Microsoft Office applications, Google Suite
  • Fluency in English or any other required language

Soft Skills

  • Excellent verbal and written communication skills
  • Excellent writing and editing skills
  • The ability to work in a fast-paced environment
  • The ability to handle multiple projects concurrently
  • Strong attention to detail and the ability to multi-task projects and deliverables

Step 4: Source Candidates

Once you have the tailored job description in hand, it’s now time to do the groundwork and source candidates. Create an attractive job post to promote your job across job boards and social channels.

  • Begin with what to expect from the role at your company?
  • Why should candidates apply for the position?
  • Highlight the growth opportunities
  • State the company vision and mission
  • Briefly describe the recruitment process

Prepare an impactful job post and also execute paid job ad campaigns if required. The next step would be promoting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring Content Marketers:

  • LinkedIn
  • Indeed
  • Instahyre
  • ZipRecruiter
  • Monster
  • GlassDoor
  • CareerBuilder

Not to forget - almost 3/4th of the workforce includes passive candidates, so you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on communities, LinkedIn, Twitter, and even Facebook to offer them suitable opportunities.

Step 5: Evaluate Candidates and Interview Shortlisted Ones

Once you have filtered candidates based on their experience and skills listed on their profile, it’s time to evaluate them deeply. Ask them to create a content strategy for your website, along with a value-adding content piece like a small blog. The topic of the article must fall within the scope of the strategy.

Interview the candidates whose profiles got shortlisted. Keep in mind the parameters covering skills, relevant experience, and personality traits of candidates.

Step 5: Make the Hire

Reach out to selected Content Marketers and communicate about the compensation.

Further, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.

Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.

  • Get the required documents and set up the offer agreements with candidates
  • Organize an orientation session for the onboarded candidates
  • Introduce them to the entire team and the marketing teams they will be working with
  • Guide the new candidates about your company management tools and communication channels
  • Provide candidates with forms for benefits and perks like Health Insurance.

Supercharge Your Hiring for Content Marketer with Nurturebox

Inbound candidate sourcing doesn’t work effectively anymore. Do you also find challenges in closing quality candidates through job posts even after spending on ads?

Don’t worry, passive candidate sourcing can be an optimal solution for hiring top content marketing candidates.

Nurturebox is a one-stop talent sourcing and engagement platform which is powered by automation. Here’s how you can source product managers from LinkedIn using Nurturebox:

  • Install the Nurturebox Chrome plugin and sign up.
  • On your LinkedIn profile, start sourcing Content Marketers with boolean searches stating the required experience from targeted locations and including other criteria
  • Add the qualified candidates to your sourcing campaign pipeline with just a click
  • Automate the candidate engagement through email, Whatsapp and LinkedIn direct messages for reaching out and nurturing candidates at scale.

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