I don't think this solves any of the issues outlined. If you wanna hire well, get to know the person you are hiring. From what I see, this is only focusing in on the actual problems of the current hiring situation.
If you want real human connection in an interview, remove the screen and shake their hand - drink a coffee with them and talk to them in person.
Also I would have appreciated a video of an actual conversation, not a video filmed with a DSLR. Also this is catering to fortune 500 US companies. This speech recognition thing is doomed to fail: What if whatever I am mentioning is a local business? Will it get recognised? No? So it is important to have had a job at a company that has a certain popularity? What if I speak a language different than english? What if I speak in a local accent of that non-english language?
This is probably the future of hiring - but but only for the 2% of people who actually work in this industry.
I think your points are very valid Thomas and we have also made ourselves many of the questions you shared. There is nothing like talking face to face but that becomes a bit difficult for companies like ours, with distributed teams and people working remotely.
We believe things like this could work for everyone, not just big companies. If human kind has been able to fly to the moon, explore remote galaxies or send images through the air... I think this is definitely possible. Thanks for your feedback!
Swiping only needs one 'p' :) Visually quite nice though!
Nice observation, thanks Aaron!
It's very nice. Would be helpful to show more rationale behind choices... the principles are so vague I struggle to find meaning in them. Most interview processes have clear "goal posts". For example... you actually SHOULD be using some kind of template to judge cross-functional skills. This removes some prejudice from the system because the scorecard is transparent.
Scorecards can be tailored for roles. Tailoring this to individuals risks introducing a very obvious bias of hiring managers cherry picking attributes that aren't very relevant to the skills required to do a job.
The visuals and concepts are pretty awesome.
Hi Andrew, we share the concerns you mentioned in terms of having some template or structure to conduct the interview. The idea we came up with is that both the applicant and the recruiter have access to see what topics are going to be discussed during the interview and not for them to find right at the moment of the conversation. Besides from that, the platform would suggest questions that may not be part of that template/script, that could be relevant and assist in going deeper on topics that may be relevant for both parts. Thanks for taking the time to read and share your thoughts :)
Your video misspelled "recruiting" to "recruting" :D.........
Thanks for noting it, it's updated now :)
Link the actual product please.
It's a concept for now, hopefully a real project soon!