Rich Milgram had a problem that a better recruiting algorithm could not solve. His investor wanted an exit. He wanted to keep his company. The asset that helped bridge the gap was sitting in the browser’s address bar: Beyond.com. Milgram sold the name to Bed Bath & Beyond, and the recruiting business carried on. In 2017, it became Nexxt.
- Nexxt sells candidate search, job distribution and recruitment marketing.
- Its customers include employers, staffing firms and recruitment agencies.
- The central idea: reach people through several channels, including opt-in texts.
The name was negotiable
The company began in 1998. Safeguard Scientifics invested $13.5 million in 2007. By 2013, founder and investor were at odds over when to sell. Rising offers for the domain eventually gave Milgram another route. Nexxt repurchased Safeguard’s interest in March 2017 for $26 million: $15.5 million cash and a $10.5 million note. The remaining principal was repaid in February 2018.
The distinction matters. A domain can be sold separately from the operating company. Here, an identifiable asset helped unlock a difficult ownership decision. This was an unusual financing route, dependent on a buyer who particularly wanted that name. It is hardly a universal recipe for founders with impatient investors.
A vacancy is an audience problem
At its June 2017 relaunch, Nexxt described a shift toward coordinated recruitment marketing. Milgram’s instruction was to approach recruiting as a marketing assignment. A job listing reaches people already looking. A campaign can also reach someone who would consider a move if an interesting opportunity arrived.
That is where Nexxt fits: between the employer with an opening and the dispersed audience that might fill it. Its software combines candidate discovery, distribution and communication. Recruiters can advertise jobs, search profiles, send targeted emails, start text conversations and promote hiring events. Job seekers use its career sites to find openings and receive alerts.
Arkema supplies a concrete example. The industrial chemicals company’s hiring needs stretch from chemical operators to research scientists and general managers. Nexxt’s job-promotion page describes Arkema using FLEXXPlan to put those openings on relevant sites. The advantage being sold is better placement of a message for a particular audience. More impressions alone would be a rather blunt instrument.
“It’s time to recruit like a marketer.”
Rich Milgram · June 2017
The phone is already in their hand
Text2Hire turns that audience argument into something familiar: a message on a phone. Its Blast option directs candidates toward a vacancy or event. Conversation provides a central desktop for individual exchanges. These are different jobs. One creates traffic; the other creates replies that someone must handle.
The opt-in detail deserves attention. Nexxt markets access to candidates who have agreed to receive career opportunities by text. On its enterprise page, Siemens talent acquisition partner Ricky Catala identifies that expectation as a reason the approach worked for his team. Permission changes the starting conditions of the exchange.
One published Nexxt healthcare example reports 332 texts, 186 responses, 13 calls and five hires for a KRT Marketing client. It is a single campaign, not a forecast. Its value is that it follows the process beyond the opened message. A recruiter can copy that measurement discipline even without buying the same software.
A search box with a different starting point
In May 2024, Nexxt announced its Talent Sourcing Platform and an AI assistant for drafting personalized outreach. The company said months of client and partner conversations informed the work. June brought another practical change: recruiters could drop a job posting or an ideal candidate’s resume into search to find matches, alongside more specific skills, employer and title fields.
Bias Guard, announced in the same update, lets administrators hide information that could encourage bias. That describes a viewing control. Recruiters still need to judge qualifications and examine their selection decisions.
Nexxt now advertises access to more than 150 million candidate profiles. Think of that as the size of the searchable opportunity, not a promise of availability. A profile must still match the role, location and timing. AI can shorten a search or draft an introduction; the employer still needs an offer someone wants.
Free traffic has a paid neighbour
The business model has several doors. Standalone Candidate Search lists Sourcing Lite at $99 monthly, or $83 per month billed annually. Broader hiring plans start at $165 per month billed annually. Enterprise packages are custom, while job advertising also includes performance-based buying. These public prices were checked on October 15, 2026; features and allowances differ.
In September 2024, Nexxt added Organic, offering free organic job traffic through Nexxt Apply or supported applicant tracking systems. Organic+ adds distribution across diversity sites and targeted alerts. The commercial ladder is easy to understand: begin with access, then pay for additional exposure or sourcing tools. Buyers should compare profile-view allowances and annual commitments with their actual hiring volume.
There is also an integration business underneath the campaigns. Nexxt offers a resume search API and lists alliances with job distributors, applicant tracking systems and recruitment platforms. Its MyRecruitment+ partnership packages access to the candidate audience alongside reporting and integration benefits. For a recruiting team already working inside another system, that connection can matter as much as a new search screen. The practical buying question is whether candidates and responses will reach the workflow the team actually uses. Another dashboard is useful only if somebody has time to operate it.
After the final whistle
A May 2025 partnership with the NFL Players Association gives the platform a more particular audience. NFLPA Jobs offers player members job opportunities, matching alerts and professional profiles as they consider careers beyond football. Here, the audience already exists. The task is helping people translate their experience into another employer’s opportunity.
That is the useful thread through Nexxt’s products. Define whom you need to reach, choose a channel they use, and follow the response through to hiring. If the relevant candidates are absent, the role is unattractive or nobody answers replies promptly, extra distribution cannot carry the whole assignment. The campaign opens a conversation. The company doing the hiring has to make it worth continuing.