We met Sri in August 2020, he was leading the development of a new product, aimed at having hard data in the world of staffing interviews. His idea was backed by a proven methodology used at a top recruiting agency. Would it work for mass consumption?
We engaged with him and his team, and they let us define, co-create and test several ideas, all aimed at having flexibility, a guided process and hard data to defeat bias. Together we were able to define, design and build a product in 6 months, launch it to market and test some more.
The piece of resistance is a very complex interviewing screen that allows people to look each other in the eye, while taking notes, having tips and helping the interviewer to have the most structured interview.
We tested our interview screen with more than a hundred HR analysts, to understand the interaction, the data that needed to be shown, and how to make the best interview assistant for them. We envisioned a heads-up display type of interaction, where analysts have the right information they need for the moment. We also understood the importance of qualitative data from the start.
We created a deep dive into the candidates profiles, allowing for a thorough comparison of their skills and experience, personality traits and matching score to the position. Information such as graded answers, salary, and education is intertwined with sentiment analysis, key conversation points, speech analysis and more. We want our users to have as detailed understanding of a candidate as possible.
We continue to work towards the most complete and helpful candidate profile, but we also have a very interesting approach to candidate comparison. At the same time, with trends like the great resignation of 2021, cultural fit in a company is as important as it has ever been.
So we help our users to create, review and assess cultural fit of their candidates right in the same platform, and that information can be used to compare candidates and make a choice.
Overall we believe that the right information, shown in the right way, will be key for decision making. We want to remove bias in the hiring process, making it as objective as possible, and in the end, ensuring you have the right person in the right position.
On top of this interaction and research work, we defined a design system that can scale with Hirelogic’s business, and can help them grow their target audience to help in other areas of the hiring processes, such as applicant management.
Our team was in time zones ranging from the West Coast to Mumbai, and we all worked as a single team, thanks to Hirelogic’s great team culture.
We are building a tool to disrupt the space, helping companies hire the right people for the right positions in record time and with the analytics needed to support it.
Learn more about Hirelogic in the interview we conducted with Richard Mendis, CMO of Hirelogic, where he shares the challenges that companies face and the possibilities that Hirelogic provides them.
