Hireproof | Launch of a B2B SaaS

Problem & Opportunity

AI in recruitment is facing increasingly tough challenges. New legislation is being put forward by governments to protect candidates, and recruitment professionals see dehumanization as a huge risk in the future of recruitment. Furthermore, candidates are demanding more humane treatment from companies.

Adoption for new recruitment tech such as one-way video interviews and online hiring tests hasn't removed the need of human-to-human job interviews. There is a growing amount of research demonstrating the utility and validity of structured job interviewing - a human approach to employee selection that surpasses all current recruitment technologies in predictive power of future job performance.

Regardless of the overwhelming evidence preferring structured interviews over the most common unstructured interview style, a series of unreliable and bias-prone unstructured interviews is the world's most common way to select new employees. Interviewers preferring unstructured interviews have false confidence in their interview skills and unstructured interviews are easier to prepare for than structured ones.

Structured interviews are amazing: they beat free-talk interviews, intelligence tests, and skill assessments hands-down in most metrics, but they are rarely used. Why? The main reason is a high barrier for adoption. Structured interviewing requires expertise, preparation, and training.

What if these barriers of entry could be drastically lowered?

Solution

We built Hireproof, a B2B SaaS for planning, preparing, and managing structured job interview processes. The tech stack we used was Scala + Vue.js.

First, the user defines the new job opening through job-related skills, knowledge, and attributes. We throw gut feeling out of the window and require the user to dig deep into what is really required to perform well in the job.

Next, an interview flow is created. Every candidate in the process needs to go through the same steps to keep the process fair and measurable.

After building the interview templates and adding questions to the templates from our question database, it is time to add candidates and run interviews!

After interviewing all the candidates involved in the process, the user can dig deep into the conversations that were had. When each job role is defined through job-reelated skills and all questions exist to measure these skills, each candidate will get a skill profile. The user can rank candidates based on skills and competencies (groups of skills), and at the end of the process, Hireproof will make hiring recommendations.

By following the structured interview framework, we can expect about 2.2x better predictions of candidates' future job performance, 39% less discrimination, and overall more meaningful and fair hiring decisions that are made based on humane conversations between the employer and the candidates.

At its current state, Hireproof is a standalone solution, although integrations with popular applicant-tracking systems is the next logical step in increasing the adoption and potential customer base.

Target Audience

The standalone Hireproof product is built for hiring managers. The hiring manager is the person who makes the final hiring decision on who to add to their teams. Hiring managers generally want to build a strong team of people who match their team cultures, but are often frustrated because they don't have visibility or control over the interview processes. Hireproof brings hiring managers a complete interview framework, and gathers data from the job interview process that hiring managers can use to control the quality and understand what goes on in their interview processes.

Moving forward, when ATS integrations are available, the main points of contact will be the recruitment leaders. They are responsible for championing the framework to all the hiring managers of the company, thus drastically increasing the scale of the customers Hireproof can adopt.