Big feedback/question: what's your basis for believing that companies that are currently doing a multi-round interview process will accept "watch a video and make an offer" as a replacement?
Bonus question: "we interviewed the candidate but then somebody different showed up Day 1" is already a problem for companies; your platform would (by reducing the number of interaction steps) make this easier - how do you intend to prevent that situation?
Thx for the feedback. Please feel free to get back as these concerns help me form my perspective a lot how to iterate with the product and communicate better :)
1.Q: "Big feedback/question: what's your basis for believing that companies that are currently doing a multi-round interview process will accept "watch a video and make an offer" as a replacement?"
1. Basis for Believing Video Interviews Could Replace Multi-Round Interviews
1.1. Cost-Effectiveness - Video interviews reduce the hiring cost by minimizing the number of interviews needed, lowering travel expenses, and speeding up the process.
1.2. Wider Reach - Companies can tap into a larger talent pool, including those who are geographically distant, without the cost and hassle of initial face-to-face interviews.
1.3. Standardization - Using standardized video questions can result in more objective evaluations, reducing initial screening bias.
1.4. Skill Assessment - Modern video platforms can utilize AI and other assessment tools to gauge soft skills, technical abilities, and cultural fit, providing a comprehensive understanding of the candidate.
1.5. Comprehensive Screening and Recommendation - The platform offers CVs and 1-1.5 hours of interview material, already pre-filtering candidates to the top-tier. The platform's flexibility allows for quick or more deliberative decision-making. (Later multi modal LLM, currently this is an MVP)
1.6. Skillset Mismatch in Hiring - Being a great manager doesn't necessarily equate to being skilled in employment selection or interview creation, which are often different skill sets.
1.7. Team Time Allocation - Traditional hiring takes up considerable team time, and absence of a key person can result in loss of important information, thereby affecting hiring quality.
1.8. Playback Control - Employers can watch, rewind, skip, speed up, and jump to different sections or even to the next candidate's responses. This level of control allows for a more thorough and efficient evaluation process.
2.Q."Bonus question: "we interviewed the candidate but then somebody different showed up Day 1" is already a problem for companies; your platform would (by reducing the number of interaction steps) make this easier - how do you intend to prevent that situation?"
2. Measures to Ensure Candidate Authenticity and Suitability
2.1. Coding Round Conducted by Platform - The platform directly conducts the coding rounds.
2.2. Comprehensive Interview Questions - Interviews are designed to cover a wide range of standard questions most companies ask, aiming to provide a thorough understanding of the candidate's qualifications.
2.3. Convenience for High-Quality Candidates - The platform allows candidates, especially those busy with current responsibilities, to record interviews at their convenience, increasing the pool of top talent.
2.4. Speed Advantage - The platform's efficiency can outpace traditional hiring processes, allowing employers to quickly make an offer and secure top candidates before they are snapped up by competitors.
2.5. Video Playback for Absent or Reviewing Managers - Recorded interviews allow managers who were absent during initial screenings or those needing a second look to review the candidate's responses and behaviors.
2.6. (later) Multi-Modal Learning to Rank Models (LLMs) - These algorithms review various interactions, offering a third perspective that can be considered in the hiring decision.
2.7. Data-Rich Interviews - A 1-1.5-hour interview generates between 5-10GB of video data, providing far more information than a standard CV (approximately 20KB) for a more comprehensive evaluation.
We give all these superior service for the same price as a conventional technical recruiter that just finds candidates.
Bonus question: "we interviewed the candidate but then somebody different showed up Day 1" is already a problem for companies; your platform would (by reducing the number of interaction steps) make this easier - how do you intend to prevent that situation?