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Best chrome extensions recruiters must try in 2022

January 20, 2022

If we ask recruiters about how long does it take to finally finish the hiring process and onboard a candidate– the answer will vary. 

Can you tell, why?

It’s because there are multiple tools out there for recruiters that they don’t know about. If they happen to use an efficient tool in every (maybe) step — onboarding can be done easily!

A quick look into how chrome extensions benefit recruiters—

-Do more in less time

Recruiters are busy professionals.

Apart from searching for prospects, they’re often busy meeting with hiring managers or conducting interviews. 

Using effective tools would mean utilizing the maximizing productivity. 

-Organize daily agenda

With tools, it’s easier to divide tasks effectively. 

Having a plan throughout the day keeps the recruiters on track and in sync with the rest of the team.

There can arise no confusion, no delays, no unmet deadlines— do everything in time & without fail.

-Easier access to data

Most chrome extensions sync up the data used in your office email ID— which means you can access information from anywhere!

There’s no need to rely only on office desktops for quick updates to prospects.

Now, let’s dive right into the tools that can save your day!

  1. Right Inbox

With over 250,000 professionals looking for the perfect full-suite extension for their emails— this one tool right here works fine!

Right Inbox is built to help recruiters get done with more through their Gmail inbox.

Features of Right Inbox:

Email tracking: Keeping a track of the number of clicks on the email links. Get to know the engagement your emails are creating this way. 

Email reminders: Get reminders or updates about your emails. There’s no chance to forget about important emails. 

Follow-up emails: These go out for those prospects who do not respond to your emails. Strategize your recruitment efforts accordingly. 

Mass mailing: One of the most happening trends in recruitment right now— reach out to candidates with personalized messages in one go. It’s what you call ‘mail merge’. 

Look for the first free plan that Right Inbox offers— track five emails and set 10 reminders. For more features, upgrade to a premium plan. 

  1. Hunter.io

If you’re looking for a prospecting & email finder tool— Hunter is for you! 

Using prospects’ names and company details to extract contacts from the database. Hunter is particularly useful for finding prospects lists from a company. 

Hunter makes it possible to extract emails from company websites—making it easier for recruiters to get the information.

Features of Hunter:

Domain search: Find email addresses of any company that stands relevant for you

Email finder: The email finder feature of Hunter helps in getting professionals’ emails

Email verifier: Verify any email address that you get your hands on

Email campaigns: Send cold email campaigns for outreach

Upgrade to its paid subscription at $49 per month to get 500 emails.

  1. Grammarly

 Recruiters need to deal with a lot of content on a daily basis. They need to write emails to communicate with professionals or companies. For that, email stands as the most crucial way. 

Avoid making mistakes while writing emails. You don’t want to make a bad impression by sending grammatically incorrect emails. 

That’s why Grammarly!

Grammarly works alongside any content that you’re putting up. It corrects any flaws or typos and even suggests better sentences.

Features of Grammarly:

100% content check: Check your emails & any other content for 100% grammatical correctness

Freewriting assistant: The extension gives you writing guidance so that you can construct better sentences

Opt for Grammarly premium to access over 400 check and grammar fixes. 

  1. Clockify

What’s better than an extension that keeps track of the time?

Yes, that’s clockify for you. 

Boost business intelligence with clockify— tackle different tasks & divide your time into segments. This way you’ll be able to manage your time well!

Get robotic analytics of each project— to see how you’re managing your time.

Features of clockify:

It’s free: The best part of this extension is that it’s free, so you can download & join millions of people already using it to boost their productivity

Schedule tasks easily: Scheduling daily tasks gets easy with clockify. Track your activities in one place.

  1. HyperContext

Want to make meetings more productive? Try HyperContent.

The tool makes it easy for hiring managers to make the best out of their meetings. Achieve more with streamlined tasks, reach goals faster, and meet agendas— all fast & easy!

Features of HyperContext:

Share agendas: Probably the best feature of HyperContext is that you can share agendas with the meeting attendants. 

Saves information: Nobody has to worry about taking notes down while the meeting is on. This tool does that for you— miss no information!

HyperContext has some great features in store for recruiters. All that comes for a quite reasonable price. Start your free spin—upgrade to $5.60 per month.

  1. Ad Remover

This tool right here stands relevant in our list of best chrome extensions.

Whenever you’re using Chrome, ads will pop up everywhere. 

Ad Remover blocks any pop-ups, banners, tracking cookies, video ads, internet ads, and more. Forget about getting blocked by ads on your way to browsing something important!

Features of Ad Remover:

No ads: Enough said!!

  1. Calendly

A typical day in a recruiter’s day is filled with meetings, calls, interviews, agendas, & more. 

As a recruiter, you might have always found it difficult to manage many meetings in a day? Probably, have double-booked yourself by mistake! 

Calendly simply solves this problem— by taking full control of your daily schedule from your device. 

Schedule meetings using a calendar. Embed it in your email— while setting up a meeting with someone, simply send them the calendly link. 

Features of Calendly:

One easy link: 50,000+ organizations rely on Calendly for its easy manual process of scheduling with one link

Get attention: Get hold of your prospects with a simple & actionable Calendly link

Easy scheduling: No more headaches about scheduling—no time-zone confusion or double-booking

Start with a free plan. For more features & to make the most out of this tool—take a paid plan. It starts at $8 per month. 

  1. Discover.ly

Recruitment is about networking and connecting with prospects. Social media plays a crucial role in making this possible. 

Though, LinkedIn sounds like the perfect platform to do so—it’s probably not the best platform to know about prospects. 

Discover.ly brings all the social media to one place— to get the best out of each one of them. 

The extension scans your social profiles & pulls the people who have interacted with you via email. 

Features of Discover.ly:

Easy access to social profiles: If a prospect has replied to an ad that you posted on a job portal— through discover.ly extension you’ll get to see his social media profiles

Authentic information: No chance of getting false information. You only get the true knowledge about a candidate

Connections made easy: Discover.ly makes it easier to find relevant candidates. 

  1. Very Fast

Shortcuts to LinkedIn, email, & more are done with Very Fast— another important tool for recruiters. 

Features of Very Fast:

Connect with more prospects: Experience faster outreach with auto-populate names, no risky automation, and a super-fast way to get more leads in a day.

Faster follow-ups: Save time with automated follow-ups each week. Sync across multiple computers. 

Snippets to hit zero inboxes: Make a few tweaks in emails and send snippets to hit inbox zero faster.

Get 40 credits to start with– move on to 3 months’ license at $20

  1.  Humantic AI

Predictive personality insights from Humantic AI helps you to know prospects better even before you meet them.

Humantic AI offers talent intelligence for hiring.

Used by the best brands—Apple, PayPal, and more.

Features of Humantic AI:

Enrich outreach efforts: Stand out from the competitors by Humantic AI’s intelligence

Email personalization: Personalized emails that help you reach your prospects better 

Personal AI Assistant: Convert 30% more top prospects with the help of a personal AI assistant

Talent acquisition teams: Get data-driven recruitment done easily

The starter plan starts at $9 per month, $24 per month, and $40 per month. 

  1. AmazingHiring

Finding talent is made easy with AmazingHiring. The sourcing platform of AmazingHiring offers a simple solution in recruitment–making tasks of recruiters easier. 

The extension works on AI sourcing technology—you can find 40% more candidates from 50+ open sources online. 

25,000+ recruiters find talent faster with AmazingHiring.

Companies such as Alibaba Group, Yandex, Capgemini, & more trust on AmazingHiring!

Features of AmazingHiring:

Sourcing beyond LinkedIn: Instantly get access to 600,000,000 profiles aggregated from 50+ resources

Create Pipeline with AI Sourcing: AI-powered sourcing technology help to create a pipeline list of suitable candidates—relevant to the role

Contact Candidates Directly: Send personalized bulk emails to candidates, schedule follow-ups and track the engagement metrics on the tech hiring platform of AmazingHiring

  1. Briskine 

Want to write emails faster? Do it with Briskine. Create text templates and insert them with shortcuts.

Insert templates in the tools that you use for recruitment needs. Zendesk, Gmail, Messenger, and more such companies rely on Briskine for its usability!

Features of Briskine:

Create custom & personalized templates: Templates help in answering common questions in just a second. Personalize your messages using even custom variables such as the recipient's first name.

Insert templates quickly with keyboard shortcuts: Templates can be associated with a keyboard shortcut. Just type its shortcut and press TAB, to insert a template.

Share templates with your team: Cut down on writing the same email responses. Briskine has template sharing and syncing, so everyone is on the same page.

Briskine’s premium plan starts at $7/ person with unlimited people, unlimited templates, and team-shared templates. 

  1. OctoHR

GitHub user profile summary is probably the best tool you can have to fast-track your hiring process. Get all important information about developers from GitHub search filters.

Find perfectly matching candidates easily with OctoHR—it summarizes a candidate profile based on your search criteria—analyzing each candidate’s profile.

Add the extension to chrome to know more about the functionalities. 

Avail of all the free plans provided by OctoHR.


Our list of the best chrome extensions is specially curated to provide recruiters with the extensions they need in 2022! These extensions are sure to make your work easier and fast-track the hiring process. 

One such more extension that’s beneficial for recruiters is Nurturebox that makes hiring easier! Nurturebox automates & scales multichannel outreach so that recruiters can find the top talents from around the industry.


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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