While the world of recruiting is running toward a future of automation and a process devoid of human beings, others are championing a hybrid approach: Part human, part machine. Sorta like the Six Million Dollar Man. That brings us to BrightHire, which aims to equip human beings with technological advancements that turn them into cyborgs of the employment game. Think Robocop without the cool cars.
Anyway, does cofounder Teddy Chestnut have what it takes to survive the Firing Squad? You gotta listen to find out.
Brought to you by Pandologic, a programmatic job advertising platform that delivers a significant increase in job ad performance without any wasteful spending
PODCAST TRANSCRIPTION sponsored by:
PandoIQ's programmatic recruitment advertising platform helps employers source talent faster and more efficiently than ever thanks to predictive algorithms, machine learning and AI. Buzzword, overdose alert. Yeah. Pando was on the cutting edge of Programmatic, while being deeply rooted in the recruitment industry. pandoIQ provides an end to end Programmatic job advertising platform that delivers a significant increase in job ad performance without any waste spending to maximize the ROI on your recruitment spend. And their AI enabled algorithms use over 48 job attributes and more than 200 billion historical job performance data points to predict the optimal job advertising campaign.
The machine does all that shit. That shit sounds expensive! Think again Cheeseman pandoIQ provides an end to end job advertising solution that delivers a significant increase in job ad performance without any wasteful spending. Sold! How do I get started? Go to Pandologic.com to request a demo and tell him Chad and Cheese sent you. Ooh. They have a chat bot too, that we can talk to. Oh, kill me now. Ooh, they have a chat bot too, that we can talk to God kill me now.
Firing Squad Intro (1m 20s):
Like Shark Tank? Then you'll love Firing Squad! CHAD SOWASH & JOEL CHEESEMAN are here to put the recruiting industry's bravest, ballsiest, baddest startups through the gauntlet to see if they got what it takes to make it out alive? Dig a fox hole and duck for cover kids the Chad and Cheese Podcast is taking it to a whole other level.
Joel (1m 42s):
My trigger finger is itchy. Welcome to the Firing Squad. Everybody you're listening to the Chad and Cheese podcast. I am your cohost Joel Cheeseman joined as always by Chad Esquire Sowash.
Chad (1m 57s):
Get in my belly!
Joel (1m 58s):
That's right. And today we welcome BrightHire to the show and Teddy Chestnut. He's taken a break from his world tour. Teddy, welcome to a firing squad. I hope you know what you've gotten yourself into.
Teddy (2m 13s):
Thanks for having me. Yeah. Let's see where this goes.
Chad (2m 16s):
All those, after all those platinum albums on the country circuit, man, and you're doing this, I got to give you a big applause.
Joel (2m 23s):
Do you, do you even like country music, Teddy? I mean in New York, I assume that where you're in New York, right? Yeah.
Teddy (2m 28s):
Right outside of New York.
Joel (2m 29s):
Not a big country fan. So we're like totally being assholes at this point.
Teddy (2m 34s):
I don't dislike country music. I just can't say that.
Chad (2m 37s):
So his answers yes, you're being assholes. (Don't be rude)
Joel (2m 41s):
Teddy, give us a little bit about you? Give us a Twitter bio and then we'll get into the company stuff.
Teddy (2m 46s):
Co-founder BrightHire, six and a half years at LinkedIn before that. Started my career doing HR research as part of the corporate leadership council of CEB, which became Gartner. And I'm the son of two 30 year HR professionals. My dad and my mom's a recruiter. So some people fall into recruiting and TA and HR tech. I was born into this space.
Joel (3m 5s):
I'm sorry. You were in HR what?
Teddy (3m 8s):
Joel (3m 9s):
Oh my God. How did you not slit your wrists? A lot of opiods? How? Anyway... Chad, tell him what he's won.
Teddy (3m 19s):
All right, Teddy, you have two minutes to pitch BrightHire. At the end of those two minutes, you will hear that bell then Joel and I will hit you with rapid fire Q and A. If your answers start rambling or is get boring, Joel is going to hit you with those crickets and that is your signal to move along and tighten up your game at the end of Q and A, you will receive either a big applause. That means you'll be the first in line to get the COVID vaccine. (Don't be rude) A golf clap. Eh it's okay. But you're going to be in line with the rest of us.
Teddy (3m 58s):
Or (machine gun fire)
Joel (4m 1s):
That's go back to HR analysis.
Chad (4m 4s):
That's right you're not going to be maskless for awhile or traveling, but you'll have plenty of time to find another whiteboard because you're going to need it to build something different. That's firing squad my friend, are you ready?
Teddy (4m 17s):
Here we go.
Joel (4m 18s):
In Three Two One... ding, ding, ding.
Teddy (4m 22s):
At its heart. Hiring is human. Every hiring decision is driven by what we are doing right now, talking to each other. It's a series of conversations and because hiring is human, it's also inconsistent. It's inefficient. And there's a tremendous amount of space for subjectivity, room for bias. I co-founded BrightHire because I saw an opportunity to transform the heart of the hiring process and specifically to build a new kind of interview platform that could drive better, faster and more inclusive hiring decisions. BrightHire does that first by raising the quality of interviews in real time. So when a recruiter or an interviewer uses BrightHire, they have an interview assistant riding along with them as a heads up display to guide that conversation.
Teddy (5m 3s):
And as that conversation unfolds, it's recorded with transcribed and annotated. They're producing real evidence to support more rigorous and fair hiring decisions. So instead of relying on, you know, shorthand or scribbled notes or nothing, but our best recollection to fill out a scorecard and make a decision, you can quickly pull up candidate highlights to recall key details and make a decision based on that candidates merits not your memory. And then you can show those highlights across the hiring team to make a seamless handoff or calibrate based on real substance or check each other's biases. And for the first time teams can actually effectively all be in the same room together for every interview. So we can actually work together to make better, less biased hiring decisions.
Teddy (5m 45s):
You know, every other team designed product engineering sales, has had a collaboration platform built specifically for them. Now finally hiring teams have one too. And then finally we give people leaders transformational insight to improve their hiring outcomes, and to enable their teams to predictably replicate success. So whether that's through search or analytics or alerts, we're also enabling teams to hold up a mirror to their own hiring practice and see how it's done and make data-driven improvements to ensure they're running a consistent quality and fair hiring practice. And one last thought our first value of the company candidates first and a big part of our mission is to give candidates a hiring experience that they deserve by reducing bias and instilling good practices where it matters most in every interview and hiring decision.
Joel (6m 33s):
And they can find out more at?
Teddy (6m 35s):
Joel (6m 36s):
Which leads me to my first question, because I always ask this question. So obviously I have to go to brighthire.com whenever there's a not.com on our show, and it looks like it's a pa