Podcasts about hirevue

In this episode, Patrick Curtis, CEO of Wall Street Oasis, chats with Pranam—a standout student from BITS Pilani who transitioned from JP Morgan in India to a top-tier Quant Research role in the U.S. after completing his master's in Financial Mathematics at NYU Courant. Learn how he navigated recruiting struggles, leveraged WSO Academy to refine his resume and networking strategy, and landed a competitive role in a tough job market. Packed with insights for international students and aspiring quants, this is a must-watch! ------------------------------------------------------------------------------------------------------

Jonah's story is a testament to perseverance and continuous self-improvement. Born in London but raised across South Africa, India, and China, Jonah returned to the UK for university with a global mindset but limited finance experience. He now works in middle-market M&A across global sectors, gaining exposure to clients and investors early in his career. A fantastic story of how branding, grit, and networking—even from a semi-target—can pay off. ------------------------------------------------------------------------------------------------------

From rural Ohio to a seat at Morgan Stanley, Aishik's story is one of determination, adaptability, and hustle. As an international student from India attending a small liberal arts college, Aishik faced a steep uphill climb—limited alumni network, a packed STEM schedule, and the need for visa sponsorship. But through WSO Academy, he ramped up his technical prep, scaled networking from 30 to over 150 calls, and landed three Superdays, ultimately securing a highly competitive offer at Morgan Stanley's Hedge Fund Services team.

Luca's journey from South Africa to breaking into M&A in London is a story of persistence and smart strategy. After studying accounting at Stellenbosch University, Luca moved to London to work as an auditor at BDO. Despite being told that transitioning from audit to investment banking was nearly impossible, he leveraged WSO Academy to revamp his approach, scale his networking, and land an M&A analyst role at PCB Partners.

SJ's story is one of resilience and reinvention. After being laid off from a family office private equity role, he leaned into the WSO Academy, ramped up his networking, refined his story, and pivoted into a top consulting role at Alvarez & Marsal. In this interview, SJ shares his non-traditional path from accounting at Brock University to Big 4 to private equity—and how he made his way back in during a tough market. ------------------------------------------------------------------------------------------------------

From the Bay Area to breaking into investment banking—Adrian shares how he leveraged a gap year, transferred from Colgate to Georgetown, and used WSO Academy to land an offer at Wells Fargo. Hear about his early start in networking, internship hustle, and key decisions that shaped his finance journey. Whether you're at a non-target school or considering transferring, Adrian's story is packed with tips and insights to help you stand out. ------------------------------------------------------------------------------------------------------

Andrew took a bold risk — letting an exploding offer go in hopes of something better. And it paid off. In this episode, we chat with Andrew about how he leveraged WSO Academy starting his sophomore year at Case Western to land an investment banking internship at Deutsche Bank. Hear how he prepped with over a dozen mock interviews, handled a 30-hour-per-week PE internship, and navigated high-stakes SuperDays — including two in one day. ------------------------------------------------------------------------------------------------------

From modern languages in Italy to a finance role at KPMG Ireland — Jack's journey is anything but traditional. In this candid and high-energy chat, Jack shares how he went from zero finance experience to landing a job in deal advisory at the Big 4. Learn how he leveraged WSO Academy's bootcamps, built a powerful networking engine (including a photo with the global CEO of KPMG!), and turned his authentic personality into a major asset. If you're coming from a non-target or non-finance background, this one's for you. ------------------------------------------------------------------------------------------------------

From final round rejections to landing a coveted role at Goldman Sachs, Zachary's journey is a masterclass in resilience and preparation. Originally from the U.S. but studying Math & Stats at the University of Warwick, Zachary discovered quant trading through campus clubs and a Citadel Datathon. In this inspiring chat, he breaks down how WSO Academy helped him level up his interview game, polish his story, and stay mentally strong through a competitive recruiting process. If you're aiming for a quant or trading role, this is a must-watch. ------------------------------------------------------------------------------------------------------

Nicholas Lam's path to Morgan Stanley equity research is anything but typical. From culinary school to Ivy League — and now to high finance.

Tudor didn't even know what investment banking was until late sophomore year. By then, most students had already recruited and secured internships. But that didn't stop him. He used WSO Academy to stack multiple internships — from Big 4 roles in Romania to equity research and eventually, an investment banking internship in the U.S. In this chat, Tudor shares: How studying abroad at LSE sparked his finance interest The struggle of being a late starter from a non-target school How he overcame visa confusion and international challenges His exact strategy for networking, cold outreach, and internship stacking What finally helped him break into IB through an off-cycle boutique internship This is a must-watch if you're starting late or come from a non-target background. ------------------------------------------------------------------------------------------------------

In this podcast episode, Dr. Jonathan H. Westover talks with Mark Newman about empowering leaders through clear and immediate impact. Mark Newman is the Founder and CEO of Nomi Health. In addition to Nomi, Mark is a prolific investor, advisor, board director and founder of HR tech, Healthcare and AI focused companies. Previously, Mark was founder and CEO of HireVue (acquired by the Carlyle Group in 2019) where he pioneered the development of video and artificial intelligence based assessment and interviewing platforms. Mark was recognized as a member of “30 Under 30” by Inc. Magazine, a LinkedIn Next Wave Leader, a Workforce Game Changer by Workforce Magazine, and has spoken at Universities and Industry events nationally and internationally. Mark earned a M.S. in Finance from the University of Utah and B.A. in International Business from Westminster College in Salt Lake City, Utah. Check out all of the podcasts in the HCI Podcast Network!

HireVue's team built its new Match and Apply chatbot by unifying the latest large language model technology with 20+ years of deep knowledge and experience. Designed for rapid deployment, Match and Apply leverages generative AI, engaging in a natural conversational dialogue that potential hires have come to expect as consumers. Instead of relying on keyword matching or scripted prompts, Match and Apply adaptively considers a candidate for all relevant roles while personalizing the experience to ensure no opportunity is missed.  https://hrtechfeed.com/new-hr-tech-from-hirevue-peoplefluent/ PeopleFluent, a market leader in workforce agility, integrated talent management, and learning solutions, today announced the newest addition to its product lineup: Stories. PeopleFluent Stories is an AI-powered skills enablement platform that assists organizations with upskilling and reskilling at scale, improving productivity, enhancing organizational agility, reducing hiring and training costs, and enabling cross-platform talent intelligence. https://hrtechfeed.com/new-hr-tech-from-hirevue-peoplefluent/ NEW YORK — Ropes, the AI-driven platform transforming how engineering talent is evaluated, announced today it has raised $3.1M in seed funding. The seed round, led by GSV Ventures with participation from Box Group, will accelerate the company's mission to bridge the gap between technical assessment and real-world performance. https://hrtechfeed.com/engineering-talent-skills-platform-raises-3-1-million/ LOS ANGELES — In a time marked by growing division, online extremism, and workplace uncertainty, a new report reveals an unsettling trend: misconduct is increasing—and much of it starts online. https://hrtechfeed.com/fama-online-threats-and-workplace-misconduct-are-on-the-rise/ SAN FRANCISCO — Marit Health today announced the launch of its community-powered, anonymous and verified salary sharing platform for physicians and advanced practice providers (APPs). Built by physicians and led by former Glassdoor and Transcarent executives, Marit offers free and real-time access to comprehensive compensation information, alongside schedule, shifts and benefits details, empowering clinicians to make more informed career decisions.   

In this episode of The Digital Executive podcast, host Brian Thomas sits down with Mark Newman, co-founder and CEO of Nomi Health, to discuss his mission to transform America's healthcare system. Newman, a seasoned entrepreneur, previously founded HireVue, revolutionizing AI-driven talent assessment before shifting his focus to healthcare. He shares how his passion for human resources and business innovation led him to create a more transparent and direct healthcare experience, benefiting employers, providers, and patients alike. By cutting through industry inefficiencies, Nomi Health has helped organizations reduce healthcare costs by over 30% while ensuring faster provider payments and zero out-of-pocket costs for patients. Newman highlights the systemic issues plaguing U.S. healthcare, particularly the lack of price transparency and the inefficiency of provider payments. He argues that while technology—AI, machine learning, and digital tools—plays a crucial role in modernization, the real driver of change is the growing demand from consumers, employers, and HR leaders for a more accountable system. By leveraging data analytics and direct contracting models, Nomi Health aims to simplify transactions, eliminate unnecessary costs, and empower stakeholders to take control of their healthcare decisions. Tune in to the full episode to hear how Newman and his team are working to dismantle the barriers of traditional healthcare and pave the way for a more efficient, patient-centric future.

In this episode of The Digital Executive podcast, host Brian Thomas sits down with Mark Newman, co-founder and CEO of Nomi Health, to discuss his mission to transform America's healthcare system. Newman, a seasoned entrepreneur, previously founded HireVue, revolutionizing AI-driven talent assessment before shifting his focus to healthcare. He shares how his passion for human resources and business innovation led him to create a more transparent and direct healthcare experience, benefiting employers, providers, and patients alike. By cutting through industry inefficiencies, Nomi Health has helped organizations reduce healthcare costs by over 30% while ensuring faster provider payments and zero out-of-pocket costs for patients.Newman highlights the systemic issues plaguing U.S. healthcare, particularly the lack of price transparency and the inefficiency of provider payments. He argues that while technology—AI, machine learning, and digital tools—plays a crucial role in modernization, the real driver of change is the growing demand from consumers, employers, and HR leaders for a more accountable system. By leveraging data analytics and direct contracting models, Nomi Health aims to simplify transactions, eliminate unnecessary costs, and empower stakeholders to take control of their healthcare decisions. Tune in to the full episode to hear how Newman and his team are working to dismantle the barriers of traditional healthcare and pave the way for a more efficient, patient-centric future.

In this episode: wage increases for federal workers, Google's request for employees to work 60 hours per week to speed up AI development, federal employees not complying with the government's three-days-per-week office work rule and other topics.Follow us on: X @cadHRnews; LinkedIn @ Canada HR News Podcast to get the latest HR updates.No deal reached between Canada Post and the Union this weekend | Canada Post and union say no deal reached during mediated talks this weekend The Canadian government is increasing the federal minimum wage to $17.75 per hour on April 1, 2025, a 2.4% increase | Increasing the federal minimum wage starting April 1, 2025 - Canada.ca A significant number of federal public servants in Canada are not complying with the government's three-days-per-week office work rule | Large number of public servants in biggest departments breaking remote work rules Mass firings of US probationary federal employees by the Trump administration were likely unlawful | US judge says mass firings of some federal workers likely illegal Sergey Brin, Google's co-founder, urged employees to work in the office at least every weekday to help the company achieve artificial general intelligence (AGI) | Google's Sergey Brin Asks Workers to Spend More Time In the Office - The New York Times AI adoption in recruitment is expanding rapidly | HireVue's 2025 AI report shows the majority of HR leaders trust AI hiring decisions | HireVue If you would like to be a guest on the podcast, send us a message at LinkedIn or X @CadHRNews

Künstliche Intelligenz verändert unsere Arbeitswelt – und macht auch vor dem Personalwesen nicht halt. Doch welche Chancen bietet AI für Recruiting, Employer Branding und Personalmanagement? Welche konkreten Tools können Unternehmen bereits heute sinnvoll nutzen? Und wie verändert sich dadurch die Rolle von HR-Profis?In unserer neuen Podcast-Folge diskutieren wir diese Fragen mit Matthias Wiesmann von den "personalisten". Er bringt nicht nur spannende Einblicke aus der Praxis mit, sondern gibt auch wertvolle Tipps, wie Unternehmen AI gezielt einsetzen können, um schneller, effizienter und erfolgreicher die passenden Talente zu finden. Wir sprechen in der Folge unter anderem über folgende Tools:  * Tl,DV...ein virtueller Assistent, der in TEAMS oder Zoom Meetings mithört und daraus Protokolle und Zusammenfassungen erstellt. * Automatisierung von Bewerbungsprozessen: Tools wie SAP SuccessFactors, Workday oder Greenhouse nutzen KI, um Lebensläufe zu analysieren, passende Kandidaten herauszufiltern und einen ersten Abgleich mit den Anforderungen der Stelle zu machen.  * Chatbots für Bewerberkommunikation: Chatbots wie Mya oder Paradox Olivia beantworten Fragen von Bewerbern, informieren über den Status der Bewerbung und übernehmen die Vorqualifikation.  * Sourcing-Tools: KI-gestützte Plattformen wie LinkedIn Recruiter oder Entelo können potenzielle Kandidaten auf Plattformen finden, die gut zu einer Stelle passen.  Mitarbeiterentwicklung & Weiterbildung  • Personalisierte Lernplattformen:  Tools wie Cornerstone OnDemand, Udemy for Business, oder Degreed verwenden KI, 3. Mitarbeiterbindung und -engagement  * Engagement-Analysen: Plattformen wie Peakon, Qualtrics oder Officevibe analysieren Mitarbeiterfeedback, identifizieren Stimmungen und erkennen Herausforderungen frühzeitig.  * Erkennung von Fluktuationsrisiken: Tools wie PredictiveHR oder Workday nutzen KI, um anhand von Verhaltensmustern und Datenquellen die Wahrscheinlichkeit eines Mitarbeiterwechsels vorherzusagen.  Performance Management  * Zielsetzung und Überwachung: Tools wie Betterworks oder 15Five verwenden KI, um Zielerreichungen zu tracken und personalisiertes Feedback zu generieren.  * Leistungsbewertung: KI-gestützte Analysen wie von Synergita oder Reflektive helfen bei objektiveren Performance-Bewertungen, indem sie Daten aus verschiedenen Quellen kombinieren.  Automatisierung von HR-Prozessen  * Vertrags- und Dokumentenmanagement: Plattformen wie DocuSign oder Personio automatisieren und digitalisieren Vertragsprozesse und Personalakten.  * Zeiterfassung und Schichtplanung: Lösungen wie Kronos oder Deputy setzen KI ein, um Schichten effizient zu planen und Arbeitszeiten zu optimieren.  Diversity und Inklusion  * Bias-Reduktion im Recruiting: Tools wie Pymetrics oder HireVue verwenden KI, um unbewusste Vorurteile im Einstellungsprozess zu minimieren.  * Sprachoptimierung: Software wie Textio analysiert Stellenausschreibungen auf inklusive und geschlechtsneutrale Sprache.  Payroll und Compliance  * Automatisierung der Gehaltsabrechnung: Systeme wie ADP Workforce Now oder Paychex können Gehaltsabrechnungen automatisieren und sicherstellen, dass gesetzliche Anforderungen erfüllt werden.  * Compliance-Monitoring: Plattformen wie Zenefits oder Gusto halten Vorschriften aktuell und warnen vor potenziellen Verstößen.  Beispiele für bekannte KI-Tools im HR-Bereich:  * Eightfold AI: Für Talentmanagement und Predictive Analytics.  * Hiretual: KI-gestütztes Recruiting.  * Beamery: CRM für das Talentmanagement.

How will AI shape the future of hiring from a candidate and company perspective? How can AI to help us assess skills and human potential in the hiring process? My guest on this episode is Lindsey Zuloaga, Chief Data Scientist, HireVueDuring our conversation Lindsey and I discuss: Why she calls herself a techno-realist and what that means.Why it is a misconception that AI, not humans make the final hiring decisionsHow evaluating and testing AI tools can prevent falling prey to overhyped, ineffective solutions.The potential of AI to remove traditional biases in the hiring process.How focusing on potential and assessing skills over past experience can transform hiring practices.Connecting with Lindsey: Connect with Lindsey Zuloaga on LinkedInEpisode Sponsor: Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leadersHR Leader's Blueprint - 18 pages of real-world advice from 100+ HR thought leaders. Simple, actionable, and proven strategies to advance your career.

Hirevues have become the critical first round that can make or break your chance at a top-tier offer. We're diving deep into the must-know strategies to tackle these video interviews with confidence. From structuring standout answers to mastering the art of virtual presentation, we're covering everything you need to make it to the next round. Want help securing an offer from a top tier firm on Wall Street? Apply here: wallstmastermind.com/applyutm_source=podcastep291

**This conversation was recorded LIVE on the AmplifyME LinkedIn page**In this conversation, Ben Arnold an investment director at Schroders, shares his extensive experience in the finance industry, discussing the intricacies of the application process for internships and graduate roles. He emphasises the importance of quality over quantity in applications, effective research strategies, and the necessity of tailoring resumes. The discussion also covers the significance of collaboration, the role of qualifications like the CFA, and managing expectations in a competitive job market. A must-listen for those currently in the application process!(01:57) Introduction and Backgrounds(06:35) Navigating the Application Process(11:33) Understanding Wealth vs. Investment Management(17:29) Crafting Quality Applications(21:47) How to approach online tests(25:17) The Importance of Collaboration(27:54) Assessment Centre Insights(31:10) Is the CFA worth doing?(34:23) The Role of Qualifications in Career Advancement(38:56) Tips for HireVue(41:25) Managing Expectations and Career Paths(44:12) Transferring Skills from Sports to Finance(47:05) Dealing with pressure(49:05) Advice on career switching in early careers(50:56) Behaviour is paramount at all times(53:20) The ONE trait that stands out in applications Hosted on Acast. See acast.com/privacy for more information.

In this episode of the Investing in Integrity podcast, Ross Overline, CEO and co-founder of Scholars of Finance, speaks with Joel Peterson, Chairman and Founder of Peterson Partners, Consulting Professor at Stanford Graduate School of Business, and best-selling author of Entrepreneurial Leadership and the upcoming book, Juggling Glass and Rubber Balls. The conversation starts with discussing the importance of trust while building high-performing teams. Joel emphasizes the need for integrity and delivering on promises to build trust within an organization. He also highlights the importance of empowering leadership and creating a high-trust culture. The conversation segues to the topic of family and work-life harmony, and Joel shares his personal experience of balancing a demanding career with raising seven children. He introduces his new book, "Juggling Glass and Rubber Balls," which focuses on finding harmony in life and defining success in terms of maturity in different aspects of life. Ross and Joel then discuss the role of values and priorities in driving personal and professional growth. Joel emphasizes the importance of assessing where one spends one's time, money, and mindshare to determine one's actual values and priorities. They also discuss the significance of virtues and how many people overlook them. Joel mentions that supporting an organization like SOF (Scholars of Finance) is essential because it instills virtues in tomorrow's financial leaders. Meet Joel Peterson Joel Peterson has been on the Graduate School of Business faculty at Stanford University since 1992, teaching courses in real estate investment, entrepreneurship, and leadership. Joel served as Chairman of the Board of Overseers at the Hoover Institution at Stanford from 2016 to 2019.  He also served as Chairman of the Board at JetBlue Airways for 12 years (2008-2020) and is on the boards of Franklin Covey and Packsize. Before Stanford Business School and founding Peterson Partners, Joel was Chief Executive Officer of Trammell Crow Company, the world's then-largest private commercial real estate development firm. He has also served as the Chairman at the Hoover Institute and is an advisor and investor in firms like HireVue and ICON Aircraft.  Joel has also been a Board Member at IT giant Asurion for 10 years and a Managing Partner at Trammel Crow Company. He earned an MBA from Harvard Business School and his Bachelor's degree from Brigham Young University, where he was valedictorian.  Joel is the author of Entrepreneurial Leadership: The Art of Launching New Ventures, Inspiring Others, and Running Stuff and The 10 Laws of Trust: Building the Bonds that Make a Business Great.

On this week's episode of Get Hired, LinkedIn Editor Andrew Seaman speaks with Dr. Lindsey Zuloaga, chief data scientist at HireVue. Founded in 2004, HireVue provides employers with AI-powered technology to hire job applicants, assess candidates' skills and evaluate candidates' self-taped interviews. Dr. Zuloaga explains why some employers find this kind of technology useful, how they evaluate its performance and how job seekers can prepare to use it themselves. Follow Andrew on LinkedIn to join the Get Hired community by clicking here. Follow Lindsey Zuloaga on LinkedIn by clicking here.

The Shred is a weekly roundup of who's raised funds, who's been acquired and who's on the move in the world of recruitment. The Shred is brought to you today by Jobcase.

This podcast interview focuses on the entrepreneurial journey to solve a global challenge: helping field sales sell more and faster. My guest is Zach Barney, Co-founder and CEO of Mobly. Zach Barney is an experienced SaaS sales leader and entrepreneur. He has been building and leading SaaS sales teams since 2010 at companies like Vehlo, Nearmap, Teem, and HireVue. Over his career, he has personally closed over $4 million in ARR, and his teams have closed over $40 million.  In 2023, he co-founded Mobly to reduce the high percentage (+25%) of sales activity that never gets logged into CRM systems. Their mission: To redefine lead capture and qualification for event marketers. And this inspired me, and hence I invited Zach to my podcast. We explore what's broken in the lead generation process at in-person events. Zach explains his journey with Mobly to solve this problem - and elaborates how this fits in a much broader vision. He elaborates on the big lessons he learned around gaining traction and using pricing as a lever for growth. Lastly, he elaborates on how he's building a moat around his product. Here's one of his quotes We learned that we needed to change our pricing model. Our first handful of customers we were grossly under-charging them and it was largely due to the fact that we were pricing based on the number of seats. Somebody would openly tell us 'Yeah, well this person can share the license with this person.' So, we realized 'I guess we made a mistake on how we price this because this should be like a $20,000 contract and you're telling me that you're gonna pay 2000…' During this interview, you will learn four things: How he and his co-founder managed to get very comfortable doubling down on building a product without hardly spending anything. What he changed to his pricing strategy to increase average deal-size AND make grow each customer account from there onwards. What strategic choices he made around phasing his product strategy to ensure they got traction as early as possible - and keep growing it. Why he's decided to build defensible differentiation around data and not features.  For more information about the guest from this week: Zach Barney Website: Mobly Subscribe to the Daily SaaS Reflection Get my free, 1 min daily reflection on shaping a B2B SaaS business no one can ignore. Subscribe here Yes, it's actually daily. And yes, people actually stay subscribed (Just see what peer B2B SaaS CEOs say) My promise: It's short. To the point. Inspiring. And valuable. Learn more about your ad choices. Visit megaphone.fm/adchoices

This week we welcome Lindsey Zuloaga, Chief Data Scientist at HireVue Transitioned from academia to industry, driven by frustrations with the hiring process. Developed and improved HireVue AI-driven video interview analysis, moving from facial analysis to focusing on language and context. Lindsey explains HireVue processes to ensure fairness and reduce bias in AI tools. Optimistic view of AI's role in creating more job opportunities and better job matches by understanding skills comprehensively. Emphasized the need for continuous adaptation and agility in the workforce as technology advances. We discuss HireVue mention in the book "The Algorithm"

This week on TRF we cover: When your Linked In post gets hi-jacked, it can be a complement or just annoying. What was Barry thinking, his //bit.ly would create an avalanche of qualified candidates? Congrats to one of the OG's of HR podcasting, Matt Alder hits 600 episodes.  In the news Federal minimum wage in Canada jumps to $17.30. Sad to see the US federal minimum wage still sits at $7.25 per hour. Realtors in the US are facing some drastic changes that will hit their commissions. There should be an app for this! No one ever felt good about paying $25,000 to someone for selling their biggest investment - your home.  NASA vs SpaceX. It all comes down to hiring and perhaps keeping costs in line. Consider their spending habits over the last 10 years, NASA clocked in at $21.2 BILLION and SpaceX at $500-750 million.  Tip of the Week Recruiters being interviewed by a Recruiter for a recruiting role, feels like jedi mind trick.  Showing up isn't what you wear, it's asking great questions.  Recruiting Insights Glassdoor controversy this week. Adding the Fishbowl means you give your identifying information sparks fear into the hearts of some users that employers will someone find you out for the nasty review you left.  Global Trends Report 2024 from HireVue uses an impressive survey size of 6,000 leaders. 2 things stood out, skills based hiring to identify transferable skills and getting comfortable with using AI. Boomerang employees have risen by more than 30% since Covid with half of them returning within 2 years of leaving.

One of the most interesting and controversial book in the HR section in a long while! Hilke brings the investigative journalist and an industry outsider to her new book “The Algorithm: How AI decides who gets hired, monitored, promoted & fired & why we need to fight back now.” A fateful cab ride was the genesis of the book, when the Lyft driver was gobsmacked by being interviewed by a robot for a baggage handler job at the local airport, Hilke began her quest to learn more.  The one-way video interview and its inevitable demise when HireVue's claims of facial expressions to predict candidate's honesty was proven to be crap. Talent Intelligence platforms like Eightfold can prove to be a positive force in helping organization know who to promote and like any double edge sword, cursed for its contribution on who should be laid off,  How do we fight back? Hilke gives some sound advice to HR Leaders.  Crystal ball predictions for 2030, sound pretty accurate to us!

The boys are live from TA Week in the Qualifi booth dropping more commentary from the world of work. First up, the boys cover recent updates on Google for Jobs killing off their pay-per-click (PPC) pilot with employers and agencies. Then, HireVue has a new CEO - Jeremy Friedman, bringing his tech growth expertise to the company. HireVue specializes in candidate evaluation through video interviews, boasting over 1,000 customers. In CEO updates, rumors suggest Arno Schafer is out at Vonq, the job advertising platform. Now, let's dive into tech news - ADP has launched ADP Assist, a cross-platform solution powered by generative AI, revolutionizing HR productivity. Moving on, Twitter Jobs introduces featured job ads, giving verified organizations benefits like priority posts and premium support. Now, from Japan, Indeed Plus is automating job matching by distributing postings on various job boards within Recruit Holdings. Lastly, UPS is cutting 12,000 jobs, saving approximately $1 billion after a 31.8% drop in quarterly profit. UPS CEO Carol Tomé announces the end of the hybrid work schedule, requiring employees to return to the office five days a week. Plus, over 10,000 autoworkers from non-union companies have signed union cards with the UAW.

The Shred is a weekly roundup of who's raised funds, who's been acquired and who's on the move in the world of recruitment. The Shred is brought to you today by Jobcase.

The Shred is a weekly roundup of who's raised funds, who's been acquired and who's on the move in the world of recruitment. The Shred is brought to you today by Jobcase.

The promise of algorithms and AI has always been simple at its core. Workers can automate manual and laborious tasks, to free up their time for more complex or meaningful activities.This comes under scrutiny in some fields more than others. For example, the use of algorithmic processing in HR and hiring has had some very public horror stories in the past few years. While one could theoretically use the perfect algorithm to quickly pick the best hires out of a stack of applications according to their relevant qualifications, in practice algorithms can entrench existing biases in the data on which they were trained or expose candidates to digital discrimination.In this episode, Jane and Rory speak to Tom Cornell, senior I/O psychology consultant at HireVue to explore the dos and don'ts of hiring algorithms and question whether an algorithm can ever be truly objective.Read more:What is an algorithm?How ableist algorithms dominate digital spacesHired by machines: Exploring recruitment's machine-driven futureWhat is ethical AI?Workday hit with claims its AI hiring systems are discriminatoryWhat are the pros and cons of AI?How biased is your app?

Patrick Morrisey, Chief Growth Officer at HireVue, joins Jon Hansen on Your Money Matters to talk about the hiring trends he is seeing. Plus, the two discuss competing for talent, interview volume, and job availability.

This week's guest served as a top sales rep, to Founding companies in Digital Advertising, to working his way through the ranks at rapidly growing companies like HireVue, Lucid, and Workstream. Now, he has taken his talents back to his founder and small business routes which we will get into today. Blake Harber is this week's guest on the 20% Podcast. In this week's episode, we discussed: Entrepreneurial Parents  Blake's Tractor Service Finding A Gap $75K/Year Selling Candy Diversifying Income Kids Learning The Family Business Much More! Please enjoy this week's episode with Blake Harber.  ____________________________________________________________________________ I am now in the early stages of writing my first book! In this book, I will be telling my story of getting into sales and the lessons I have learned so far, and intertwine stories, tips, and advice from the Top Sales Professionals In The World! As a first time author, I want to share these interviews with you all, and take you on this book writing journey with me!  Like the show? Subscribe to the email: https://mailchi.mp/a71e58dacffb/welcome-to-the-20-podcast-community I want your feedback! Reach out to 20percentpodcastquestions@gmail.com, or find me on LinkedIn https://www.linkedin.com/in/tylermeckes/

As a reminder, if you are a mid-career high-achiever with the goal of entering the C-suite, let's talk about my new coaching program, Highly Promotable. Here's the link to learn more: https://exclusivecareercoaching.com/highly-promotable Today, we're talking about how employers are using Artificial Intelligence (AI) in job interviews – and what that means for you as a job seeker.  AI is being used in the interview process via Natural Language Processing (NLP), chatbots, sentiment analysis, facial expression recognition and visual perception, speech recognition, tone analysis, and decision-making.  Let's start with some definitions:  Artificial intelligence:Computer systems that can perform tasks that normally would require human intelligence. Artificial Intelligence-trained video interviewing technology analyzes facial features, moods, expressions, and intonations of the interviewees to select the most suitable candidates. Speech recognition, personality insights, tone analysis, the relevance of answers, emotional recognition, and psycholinguistics are used in this hiring process that uses technology automation. The best matches are shared with human recruiters along with AI's own notes on individual candidates. Chatbot:An artificial intelligence feature that is short for “chatterbot.” A chatbot is a software or program that simulates human conversations through voice commands and text chats. Chatbots are used for answering initial questions applicants have and to conduct preliminary “screening” interviews. Immediate feedback may be provided to the candidates.   Natural language processing (NLP):The interaction between humans and computers using natural language. AI's machine learning skills derive meaning and understanding from language as it is spoken by humans. The most common uses of NLP in the market today include chatbots, personal assistants (such as Siri and Alexa), predictive text, and language translation.   What AI tools are available to employers? There are at least four categories of tools: Video Conferencing ToolsEmployers often use video conferencing tools including Zoom, Microsoft Teams, and Google Meet to conduct remote AI job interviews.  AI Powered Interview PlatformsSpecialized platforms like HireVue, Pymetrics, and Mya Systems use AI technology to conduct interviews. These platforms employ natural language processing (NLP) and machine learning algorithms to analyze candidates' responses, assess their skills, and provide insights to employers. Online Assessment PlatformsOnline assessment platforms like TalentScored, eSkill, or CodinGame offer AI-related assessment tests and coding challenges specifically designed for evaluating candidates' AI knowledge, problem-solving abilities, and programming skills. Coding PlatformsFor technical positions, employers may use coding platforms such as HackerRank, Codility, or LeetCode. These platforms allow candidates to write and execute code, solve coding problems, and assess their programming skills.  How should you prepare for an AI interview?  This from Talview.com's website: “Candidates should prepare for an AI video interview the same way they would for a face-to-face interview. They must know everything there is to know about the company beforehand; look up the company website, Google news, press releases, and understand what the company and the industry are all about.“Candidates can also make a list of questions that they would like to ask their prospective employer. Practice makes perfect when it comes to an AI video interview. Candidates can make a list of expected questions and practice their answers. Once the video interview begins, candidates will not be able to stop, erase, or edit the interview and must, therefore, be prepared well in advance.“On the day of the interview, candidates must dress professionally. Position themselves in a straight-back chair and make sure the camera angle focuses waist up.“Although an AI video interview is recorded, it is for all purposes conducted just as a face-to-face interview would. So, candidates should sell their candidacy based on the company's needs and let the employer know how they will meaningfully contribute to their organization.“Finally, candidates are asked to keep calm and exude confidence through their body language.” The bottom line is this: There's nothing new that an AI interview does – it asks the same questions as a human interviewer would. But the deep analysis that goes into the assessment of an interview is beyond human undertaking. The speed, accuracy, and convenience of AI recruitment and AI video interviewing are very valuable. It's impossible that AI interviews will go off the grid – if anything, we will see an increase in its use. DIY vs DFYI'm going to combine the DIY and the DFY for this episode. If you want to improve your interview skills on your own, I recommend Yoodli – a free site that allows you to respond to the system's questions or input your own. Yoodli will help you with things like eye contact, use of filler words, and other vocal disrupters.  If you would like human help with your interview preparation, my interview coaching program includes working with Yoodli + 2, 1-hour coaching sessions. In addition to Yoodli's help, you'll work with me to develop strategies to approach difficult and behavioral interview questions, such as “What is your greatest weakness?” “Tell me about yourself.” “Tell me about a time when…” 

Are you craving community and inspiration? Jess Von Bank and I talk all things HR, HR Tech, and humanizing work. We also had a little surprise in store for our listeners... On today's episode, Amanda Hahn, Chief Marketing Officer of HireVue surprised us live!   HireVue is an organization that helps global enterprises gain a competitive advantage in the modern talent marketplace with video interviewing software, conversational AI, and pre-hire assessments. Together we chat about getting the full view of PEOPLE while leveraging tools that HireVue uses to transform the way companies discover, hire, and develop talent. By combining video interviews with predictive, validated IO science and artificial intelligence (AI), HireVue augments human decision-making in the hiring process and delivers higher quality talent, faster.   Together Jess, Amanda and I discuss the utilization of talent acquisition tech platforms and how they help to better evaluate skills, capabilities, and future potential in the hiring process.

Imagine for a moment the 1980's classic, “Goin' Back to Cali” by LL Cool J. Now imagine the music video, and replace LL with Chad & Cheese, and you have a pretty good picture of our week with Veritone and iCIMS. Quality time with some quality people. Of course, news travels west too, so in addition to our Cali adventures, news from Hirevue, LinkedIn, Google, Indeed, ZipRecruiter, Wendy's and even Dice fill our show with tasty content. Enjoy … and pass the sunscreen. Links www.chadcheese.com www.youtube.com/@chadcheese

The Shred is a weekly roundup of who's raised funds, who's been acquired and who's on the move in the world of recruitment. The Shred is brought to you today by Jobcase.

Guest Bio:Tyler Hall is the founder of Drivably, a tech company that he recently exited. Prior to founding Drivably, Tyler lead a world class global renewals team at HireVue and spent time as an early sales leader at DOMO. He now spends his time coaching the world's best founders & CEOs.

In this episode of the Enterprise Sales Development podcast, we speak with Hyunjin Lee, an SDR veteran who has led inbound teams at Qualtrics, Domo, HireVue, and Rakuten, and is now an inbound leader at BILL. Hyunjin talks about the hot topic of “strike zones” and how to outfit your SDRs for success. He discusses the concept of 'extreme ownership' and how discipline equals freedom when managing SDR teams. Hyunjinn also talks about using open AI as a form of assistance and how automation can be used to help with mundane tasks and free up SDRs to focus on more meaningful activities. WHAT YOU'LL LEARN Hyunjin's coaching techniques and his wisdom from decades in the tech industry Exploring autonomy, mastery, and purpose in the sales process The Gas Metric SDR technology and automation QUOTES “The hot topic is strike zones and understanding the persona, obsessing over your buyers, listening to the same podcast that they listen to, and then helping them solve what they are most intrigued about. So by honing in on the why of my reps and enabling them to be curious and to be very proactive in understanding their buyers, that ultimately makes the impact where the prospects that they connect with some of them will become lifelong connections.” - Hyunjin Lee [07:11] “One of the metrics that I measure each candidate as I interview people, and I've interviewed thousands at this point, is the “gas metric”. And a lot of companies have different verbiage for it, but at the end of the day, it's considered the “give-a-shit” metric. The individuals I've hired are the ones that give a crap about literally everything. They put their whole heart and soul into it.” - Hyunjin Lee [16:03] “It's a very simple question. “How likely are you to recommend our company?” And I hope that the customers we have when asked, “How likely are you to recommend Bill or Divvy or any other company out there?”, always go back to what their first initial experience was with an SDR. And then how it translated from stage to stage.” - Hyunjin Lee [33:06]  “Go find individuals who are insanely passionate. Go create the best process to fully enable those passionate individuals. Then create metrics and milestones to go and fully deliver on mutual indicators for the business, for the prospects, for the customers, and for themselves. That's how you create a winning formula for companies.” - Hyunjin Lee [37:29] TIMESTAMPS [00:05] Intro [04:57] The evolution of sales development technology  [09:05] Driving successful SDR engines: process, people, and data [12:15] Extreme ownership and accountability for SDRs [16:35] The "Gas Metric": customer obsession in sales development leadership [23:15] Leveraging inbound SDRs to create a positive customer experience [31:41] NPS scores and the customer experience [37:53] Exploring the potential of AI-powered chatbots in B2B Sales [44:19] How to connect with Hyunjin CONNECT Hyunjin Lee on LinkedIn CIENCE on LinkedIn CIENCE on Facebook CIENCE on Twitter CIENCE on Instagram Learn more about your ad choices. Visit megaphone.fm/adchoices

In the past, hiring decisions were made by people. Today, some key decisions that lead to whether someone gets a job or not are made by algorithms. The use of AI-based job interviews has increased since the pandemic. As demand increases, so too do questions about whether these algorithms make fair and unbiased hiring decisions, or find the most qualified applicant. In this second episode of a four-part series on AI in hiring, we meet some of the big players making this technology including the CEOs of HireVue and myInterview—and we test some of these tools ourselves. We Meet:  Kevin Parker, Chairman & CEO, HireVue Shelton Banks, CEO, re:work Mark Adams, Vice President of North America, Curious Thing AI Benjamin Gillman, Co-Founder and CEO, myInterview Fred Oswald, Psychology Professor, Rice University  Suresh Venkatasubramanian, Computer Science Professor, Brown University Clayton Donnelly, industrial-organizational psychologist, myInterview We Talked To:  Kevin Parker, Chairman & CEO, HireVue Lindsey Zuloaga, Chief Data Scientist, HireVue Nathan Mondragon, Chief IO Psychologist, HireVue Shelton Banks, CEO, re:work Lisa Feldman Barrett, Psychology Professor, Northeastern University Cathy O'Neil, CEO, O'Neil Risk Consulting & Algorithmic Auditing Mark Adams, Vice President of North America, Curious Thing AI Han Xu, Co-founder & CTO, Curious Thing AI Benjamin Gillman, Co-founder & CEO, myInterview  Fred Oswald, Psychology Professor, Rice University  Suresh Venkatasubramanian, Computer Science Professor, Brown University Clayton Donnelly, industrial-organizational psychologist, myInterview Mark Gray, Director of People, Proper Christoph Hohenberger, Co-founder and Managing Director, Retorio Derek Mracek, Lead Data Scientist, Yobs Raphael Danilo, Co-founder & CEO, Yobs Jonathan Kestenbaum, Co-founder & Managing Director of Talent Tech Labs Josh Bersin, Global Industry Analyst Students and Teachers from the Hope Program in Brooklyn, NY Henry Claypool, policy expert and former Director of the U.S. Health and Human Services Office on Disability Sounds From:  Curious Thing AI  myInterview  Dolly Parton - 9 To 5: https://www.youtube.com/watch?v=UbxUSsFXYo4 Arirang News: https://www.youtube.com/watch?v=30oCHwwLxy4 CBS News: https://www.youtube.com/watch?v=fbRBCU6SHHo  CBS Philly: https://www.youtube.com/watch?v=0wiPoCsZFFs  Credits: This miniseries on hiring was reported by Hilke Schellmann and produced by Jennifer Strong, Emma Cillekens, Karen Hao and Anthony Green with special thanks to James Wall. We're edited by Michael Reilly. Art direction by Stephanie Arnett.

Oana Olteanu is a Partner @ SignalFire where she focuses on enterprise software at Seed, Series A and Series B. Prior to joining SignalFire, Oana was at Scale Venture Partners where she invested in applied ML and developer tooling. Oana sourced Scale's investments in Observe.ai, Flatfile, and Proscia. She was part of the deal teams for Honeycomb and AllyO (acquired by HireVue). She also supported existing portfolio companies such as Dialpad, Matillion, and BigID. Prior to Scale, Oana was an AI seed investor at SAP.io, SAP's $35M seed fund, where she sourced the investments in Plum.io, Oto.ai, and Akorda. In Today's Episode with Oana Olteanu We Discuss: 1.) From Tank Driving in Romania to VC's Rising Star: How Oana made her way from driving tanks in Romania to becoming a VC? How did leaving Romania for Germany and then moving to the West Coast impact her mindset? What does Oana know now that she wishes she had known when she entered VC? 2.) How to Assess a VC: The Founders Guide: Pre-investment, how can founders know whether a VC can add value? What are the signs? What three core questions will reveal how much value a VC can add? Post-investment, what can founders do to extract the most value from their VCs? What should the founders ask their investors for help with? What should they do themselves? 3.) The VC Founder Relationship: Oana has the highest founder NPS of any VC I have ever had on 20VC, what does Oana believe makes her founders rate her contribution so highly? What works? What does not? How does Oana give sometimes very hard feedback to founders but retain that relationship of trust and safety at the same time? What mistakes do other VCs make in giving feedback? What does Oana believe are the single biggest misalignment between VCs and founders? 4.) VCs Behaving Badly: 101 What are the single biggest ways Oana sees VCs behaving badly? How does Oana think founders expectations of the product of venture should change? Does Oana believe boards are valuable? What can be done to improve them? Items Mentioned in Today's Episode: Oana's Favourite Book: The Daily Stoic: 366 Meditations on Wisdom, Perseverance, and the Art of Living: Featuring new translations of Seneca, Epictetus, and Marcus Aurelius