DEATH MATCH: AllyO's David Bernstein

AllyO recently faced a panel of four judges at TAtech in New Orleans for Chad & Cheese's Death Match competition pitting four start-ups against each other.

Listen now to see how it went down for them.


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Announcer: Hide your kids, lock the doors, you're listening to HR's most dangerous podcast. Chad Sowash and Joel Cheeseman are here to punch the recruiting industry right where it hurts. Complete with breaking news, brash opinion, and loads of snark. Buckle up boys and girls. It's time for the Chad and Cheese podcast.

Chad: Welcome to Death Match, part one of four. This Chad and Cheese Death Match episode features David Bernstein of AllyO. The Death Match took place at TAtech on September 27th in New Orleans at 9:00 AM in the morning with a room full of TAtech practitioners loaded with mimosas, Bloody Marys, beer, and Chad and Cheese snack. Enjoy after a word from our sponsors. Okay, Joel, quick question.

Joel: Yeah.

Chad: What happens when your phone vibrates or you're texting alert goes off?

Joel: Dude, I pretty much check it immediately and I bet everyone listening is reaching to check their phones right now.

Chad: Yeah, I know, I call it our Pavlovian dog reflex to text messaging.

Joel: Yeah, that's probably why text messaging has a freaking 97% open rate.

Chad: What?

Joel: We had a crazy high candidate response rate within the first hour alone.

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Joel: Love it.

Chad: Yeah, that's right, Nexxt, with the double X, not the triple X.

Joel: So if you're in talent acquisition, you want true engagement and great ROI, that stands for return on investment folks, and because this is the Chad and Cheese podcast, you can try your first text to hire campaign for just 25% off.

Chad: Wow.

Joel: Boom.

Chad: So how do you get this discount you're asking yourself right now.

Joel: Tell them Chad.

Chad: It's very simple, you go to and you click on the Nexxt logo in the sponsor area.

Joel: Easy.

Chad: It's not long that you aren't able to remember, just go where you know, and Nexxt with two Xs. All right, make sure you got that drink in hand. Anybody who wants a beer, if you would rather have a beer, we have beer up here at the judges table by the Stage.

Peter Weddle: Good morning everyone.

Chad: Good morning.

Peter Weddle: You can tell there's very few things that would bring a crowd like this out at 9:00 AM after a night on the town in New Orleans, so props to our good friends Chad and Cheese. Without further ado here's Chad and the Death Match.

Chad: Hello. Good morning, good morning. So today we're going to do our very first Death Match. So hopefully everything goes off without a hitch. If you've listened to the podcast, we do firing squad. This is kind of like an iteration, what's going to happen is we have four contestants, they're going to have two minutes to pitch. No PowerPoint presentations, they are going free falling. So no PowerPoint presentations, they are going to do two-minute pitch, and then after that the balance of their time, their 15 minutes is going to be Q&A by our American Idol judging panel. All right, next we have AllyO VP of everything, David Bernstein, bring it. Watch out, he's throwing shit.

Chad: Koozies galore sees all of you. Give Joel a koozie, he always bitches because he doesn't get any koozies. All right, bring it on up buddy.

Chad: All right, so Aman did pretty.

David Bernstein: He did.

David Bernstein: He did, and I'm not going to do karaoke this morning though.

Chad: You're not doing karaoke this morning, okay. Are you ready?

David Bernstein: I'm ready.

Chad: Let's do this.

David Bernstein: Let's box. Good morning New Orleans, how is everybody today? David Bernstein hear from AllyO. We are an end-to-end AI recruiting platform, we ... I'm going to make it really simple. We exist for three core reasons, our goal is to make recruiting delightful and efficient for all. Everything we do at AllyO is based on those three premises. Everything is all about what's going on today with the candidate. Our focus is actually to look beyond and focus on all the stakeholders. So at AllyO we think about what's going on for the recruiter, what's going on for the hiring manager, what's going on for the head of talent acquisition, and how do we bring all of that together to create a cohesive experience for everybody participating in the process?

David Bernstein: It's real simple, we do an AI conversation end-to-end using our own homegrown technologies to be able to provide an array of workflow capability throughout the process. Our conversational front-end manages the providing of data and the capture. Our workflow automation engine will be able to then capture that data and put that data in any source system and our analytics backbone will be able to provide the insights that come from all that data that's captured. We've got a pretty impressive array of customers so far in this early stage. We've been able to capture a pretty high percentage of the high volume recruiting market. We have one in five of the top five players in 16 industries as our current customers.

David Bernstein: We've been able to secure core backing from Google, from the AI perspective, Randstad from the sourcing background, sourcing and recruiting, and then we have Bain Capital who's also stood behind us in terms of helping us build the company. Our goal is to really make it, again, very simple. We really want to provide an end-to-end recruiting experience.

Chad: And that's it, Faith.

David Bernstein: All right.

Joel: Nice job.

Chad: Very good.

Joel: That's two minutes.

Chad: Hit it Faith.

Faith Rothberg: All right, thanks David, that was great. Now I may be mistaken here but I think that a lot of the data that you guys are using to support your platform is from LinkedIn, is that right?

David Bernstein: No.

Faith Rothberg: Okay, then I'm thinking another wrong thing. Now so then I'll just ask a different question.

David Bernstein: Sorry, no, no, so we capture the data coming in from the applicants or we can actually reengage from any candidate pool, so either way. But we're an engagement layer, we say we're a system of engagement or experience in a system of insights.

Faith Rothberg: So how do you integrate within those enterprise companies? With the ATS and things like that?

David Bernstein: You mean like from a technical perspective?

Faith Rothberg: Yeah.

David Bernstein: Yeah, so it's real simple, we can either do that through a flat-file integration or through API. We're able to either buy directionally with pull data and we're able to push data back. We also have a centralized platform, so customers who ... What we find is that actually like store managers, district managers, infrequent users like to use our casual user interface, and then we'll have the power user or the recruiter use the back of what they've already been trained on it in terms of their to AllyO, their Isms, their Greenhouse, whatever that would be.

Deb: My question to you, I know that there was conversation at HR Tech where a lot of people were questioning the end-to-end. I'd like to hear you walk us through a used case from start to finish.

Chad: Where are the ends, is that what you're asking?

Deb Andrychuk: Yeah.

Chad: Where is-

Deb Andrychuk: Am I right on that?

Chad: Yeah, no, no, I was clarifying for myself.

David Bernstein: So to keep it simple again, that's been our whole premise is we say from hello to higher and beyond, that's the way that we think about things. So everything from providing a Walmart style greeter at the front of your website to be able to greet every candidate that comes and be able to help them get directed to the right job opportunities through that conversation. And be able to get them pre-screened and qualified, get those qualified candidates into the interview scheduling. We manage all that deep interview scheduling right into the calendar with Office 365, G Suite, and Iron Outlook, and then beyond. We're into the whole kind of reminder process, the background checking on boarding, and we actually also do a 30, 60, and 90 day check in with all the new hires. Throughout that process, it's all conversational, it's in a Q%A fashion, we can provide assessments.

David Bernstein: Either provide the customer with their ability to do any in-house tool, any kind of in-house questions that they may be asking candidates, or we can tap in directly into their vended solutions. So whether they're doing skill tests or psychometric types of assessments, we can actually deep-link and pull those in and provide those direct links to the candidate directly.

Chad: So Chatbot chat Chatbot, we hear Chatbots all ...

David Bernstein: We talk about Chatbots all the time.

Joel: All the time.

Chad: Yes, so how do you, knowing that there are a sea of Chatbots out there, how do you distinguish yourself and get away from all of the Chatbot noise? Because there's so much Chatbot noise right now.

David Bernstein: Great question, we actually think a lot about this. One of the things that we firmly believe is by 2020 we believe the Chatbot industry is just going to become a commodity. So to distinguish ourselves, we really have focused on four or five key areas. One of those is that we believe in the end-to-end automation experience is critical. We're deeply doubling down in the technology investments relative to automating that end-to-end, and it's really about the art of the possible. If you abstract up what we do at a key conversational level, we're actually capturing data and providing information.

David Bernstein: We'll actually be able to do that through audio, video, or text. We'll be able to do that on any platform, and be able to then do that scheduling, employee referrals, reminders, and be able to do the reminders through email, through text, through even phone reminders. It's an end-to-end conversation that will really distinguish us from just being a point solution as a Chatbot.

Joel: First off, I'd like to compliment your shoes. It takes a real man to pull off the moccasin loafer.

David Bernstein: Rocker man, yeah, you like that?