We help companies find the most suitable candidates for a specific white collar job position and organizational culture, saving weeks of work time to the HR staff and hiring managers. With it, we help improving productivity and reducing the learning curve of each candidate hired, which translates into thousand-dollars savings annually.

We designed an end-to-end solution with the flexibility to take the entire solution or rip it to only get what you need and design your own process. That is, 4 different modules with different tools to focus on:

1) talent attraction
2) pre-screening (top of the funnel) 
3) core-screening 
4) onboarding. 

Whatever tools you get, they are all interconnected, our SaaS works as an automated machine in which we use computer vision and NLP to assess and understand the candidates profiles to finally define, together with the companies or not, if it is a match to the position. Our customizable processes streamline the candidate experience and save time for recruitment teams so they can scale with growing and specialized hiring needs. Advanced analytics provide end-to-end process visibility so managers can make swift, data-driven decisions or leave the whole thing to us. Throughout the candidate journey the openly integrated platform enables companies to find, qualify and convert more applicants.

Our unique algorithms identify multiple data points, not just based on the traditional soft and hard skills, but also cultural, organizational and motivational fit. With technology like this behind, our processes take minutes instead of weeks and companies can process hundreds of thousands of candidates in minutes, leaving no applicant out.

Tools: 

1) On the job advertising module, we allow companies to do multi-posting in all of the job sites we are partnered and integrated with, also we can extract applicants from their own ATSs, from our internal data base or from our own job site; we even provide companies with the option to create their own career page within our platform; and if they need a booster to find candidates, we also developed an engine that helps them browse through LinkedIn. 

2) On the pre-screening module we created gamified assessments to disrupt the traditional psychometric tests that are a complete bore for applicants. One way video-interviews (a recorded video interview) that allow us to eliminate unconscious bias and detect soft skills, for that, we defined algorithms that analyze facial expressions, gestures, language and correlations between them to determine an entire personality. And one-way video interviews that allow recruiters to ask their own personalized questions and review applicants' answers to those. 

3) On the core-screening module, we added specialized video interviews to look for higher degree skills (management and leadership); cultural fit assessments to identify a gap between expected organizational culture (by leaders) and the actual one (by employees) to find candidates that can fill the gap; a library of hard skills assessments; layouts for customizable tests and 1:1 video interviews so that recruiters can directly interview their preferred applicants and rate them. 

4) On the onboarding module we are starting with background checks; digital contracts (send, sign and close); and welcome videos. Our ultimate goal is to become the tool that every HR Director desires to have in their company, and the go to application tool with which every applicant desires to be assessed because of our transparent, inclusive, friendly and fair processes.