What do you get when you combine a shit-hot technology with an established company with lots of existing customers? You get Hourly, a conversational A.I. (don't call it a chatbot) solution from Alexander Mann Solutions (AMS).
OK, they have a lot going for them, but can they survive Firing Squad? Jerry Collier, Managing Director, Product Innovation at AMS, brings his A-game, but you'll need to listen to reveal the boys' opinions.
Firing Squad is proudly powered by the programmatic powerhouse known as (((Monster Truck voice))) PandoLogic!!!
PODCAST TRANSCRIPTION sponsored by:
Damn Programmatic is hot. Yeah, it is hot, dude. Pass me a cold PBR. Would ya? Okay. Number one, I wasn't talking about the temperature and number two PBR is a shitty beer, time to upgrade to an IP. Okay. My bad guessing you were talking about Programmatic Job Advertising being hot. Yeah. That shit is everywhere and all the kids are doing it. No man. But there's only one company that's been doing it since 2007.
Damn 2007. Hey man, what wife were you on in 2007? I was on number one. We'll talk about her focus, dude. I'm talking about PandoIQ from our friends at Pandalogic, PandoIQs, 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 or programmatic while being deeply rooted in the recruitment industry.
Pandologic (1m 3s):
PandoIQ provides an end-to-end programmatic job advertising platform that delivers a significant increase in job ad performance without any way, social spending to maximize the ROI on your recruitment spend. They're 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.
Pandologic (1m 34s):
The machine does all that shit. That shit sounds expensive! Think again, Cheeeman. Pando IQ 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 section. Ooh, they have a chat bot too, that we can talk to. Oh, kill me now.
Firing Squad Intro (2m 3s):
Like Shark Tank? Then you'll love Firing Squad! CHAD SOWASH & JOEL CHEESMAN 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.
Hell yeah! Independence Day is over and we've got a Brit on this episode of the firing squad. What's up everybody?
Joel (2m 37s):
I am Joel Cheesman co-host of the Chad and Cheese Podcast alongside my co-host Chad Sowash, and we are welcoming. Jerry Collier your Managing Director of Product Innovation from Alexander Mann Solutions/Hourly. Jerry, how are you?
Jerry (2m 52s):
Hey, good morning
Chad (2m 53s):
There he is, as you can tell Jerry's a Brit. So every time he speaks, all I can hear is King George starts singing. You say the price of my love.
Joel (3m 3s):
How did you celebrate the 4th of July? Jerry?
Chad (3m 5s):
He watched Hamilton!
Jerry (3m 8s):
And what a great show! What a great show?! I bet you both seen it though. You must've both seen it!
Chad (3m 14s):
Joel is the only knob that hasn't seen it. Yeah. He's yeah, he can't do it.
Joel (3m 20s):
No appeal whatsoever.
Chad (3m 21s):
That's okay. History is not history.
Joel (3m 23s):
Dancing colonials. Awesome. Sounds great.
Chad (3m 28s):
Sounds great. Okay. So Jerry is the Managing Director of product innovation at A M S aka Alexander Mann solutions. Jerry, give us a little bit about you.
Jerry (3m 39s):
Hey thanks. So my second career first 10 years was in the military. I joined AMS 24 years ago and so they lead our product division
Joel (3m 50s):
24 years? That's good.
Chad (3m 51s):
Joel (3m 53s):
What the hell is wrong with you man? 24 years.
Chad (3m 57s):
All right, Jerry. So let's, we'll just give you the format and the listeners, the format of firing squad. Jerry, you're going to have two minutes to pitch Hourly at the end of two minutes, you're going to hear the bell then Joel and I will hit you with rapid fire Q and A. If your answers start rambling or you get boring, Joel's probably going to hit you with the crickets and that is your signal to move along and tighten up your game at the end of Q and A, you will receive one of three grades.
Chad (4m 38s):
Number one, big applause. That's right. Kids. Time to cash it in, go to the bank. Money is going to start flowing. Number two, the golf clap. It's okay. Kind of like that kid at the prom, the wallflower... You could have done better.
Jerry (4m 56s):
It's very British.
Chad (4m 57s):
Joel (4m 58s):
Not what you want, after 24 years in the business, you don't want that.
Chad (5m 2s):
It never least, number three, the firing squad pack it in and close up. Shop dust off the drawing board. Big boy, because guess what? That thing sucks. You don't want that. So that's the firing squad. Are you ready? Jerry?
Jerry (5m 18s):
Chad (5m 19s):
Joel (5m 20s):
In three, two, get them Jerry,
Jerry (5m 22s):
Hey, a one group of people who've been hit disproportionately hard and these unprecedented times is the hourly paid workforce. Many we now recognize as essential workers. Our mission here at Hourly in the product division of AMS is to enable all hourly job seekers to be treated fairly as humans whether they're hired or rejected. The combination of legacy ATS and bandaid, HR tech ultimately treats your non-exempt job seeker badly leaving them and hiring managers frustrated.
Jerry (5m 53s):
I spoke with a recruiting team last month that is now only two people. Yeah. At some soon they're going to be rehiring 50 to 60,000 hourly workers into their business. They know their all processes and tech won't cut it today. Often the solution to high volume hiring is bolting a bot onto the front end of the ATS process. But at some point that bot meant to humanize the recruiting post that's just dumps the job seeker back into that legacy system and ATS configured to make you jump through hoops, upload irrelevant resumes, cover letters only to wait and often hear nothing back.
Jerry (6m 27s):
This is utter bullshit for job seekers who are often your customers too. So how do you personalize, hiring and rejection for thousands and thousands of applicants? It's actually pretty simple. You turn the hiring process on its head and you turn it into a conversation from explore to offer. Imagine being one of thousands of candidates who can chat about opportunities, work out the best role for them know they're a good fit. Schedule their interview in less than six months. And if there isn't a good role, then the job seeker is being provided personalized incentives to improve the chances of success on the next application, I will has been built from the ground up to meet customer needs for volume recruiting.
Jerry (7m 5s):
We're being guided by some of the world's largest brands and thank you to them between them they hire 1.3 million people a year. Of course, there are thousands of HR tech options to plus or over your hiring process. Crap cracks today. And for some companies that works, but our Hourly customers know their candidates and managers deserve better. Check us out at wearehourly.com
Joel (7m 31s):
Tight that's right. Quincy has trained you. Well, Jerry, very good. We are hourly. Love the name, hate the URL. What's up with that?
Jerry (7m 42s):
It's my imagination. I do. You know, I, I'm a, I'm a simple, I'm a simple man and I love calling products by what they do. I don't want to get all sort of creative. I just want to, I want a product that talks to what it does. And this is about hourly workers. It's about transforming the recruiting experience for hourly workers. Yeah.
Joel (8m 0s):
At least it's better than gocanvas.io, but it's a close second. All right. So, so my God, we have chatbots coming out of our ears. How are you guys different?
Jerry (8m 11s):
Chatbots? I think had have their moment to have that place. If your core processes in the ATS, you can put a chat bot on the front end. You could put a chat bot on the on the back end. You can make that front and back a little bit nicer, but fundamentally it's a pretty poor experience and you're not eliminating any waste you're just automating what is a not very nice experience. So what we've done is strip all of that away and said, take from the moment. Let's put the recruiter back in recruiting. If I was pitching you a job, I want to know I'm wanting to build a converse - I want to build a relationship I'd want to, I want to find out about you and want to find out what things you like.
Jerry (8m 47s):
I'd want to find out what opportunities might be of interest. And then I want to guide you all the way through the process to getting that offer and dealing with any counter there afterwards. So we've, re-imagined the whole process from that explore to offer in one application, no more bandaids, no more ads. We can do it in a very different modern way. Let's get relevant for job seekers.
Chad (9m 10s):
Jerry AMS is known throughout the world already. Why start an entirely new brand?
Jerry (9m 18s):
That's a great question. I think Quincy Valencia. I know you've had Quincy on here, queen of chat-bots and I, over the last two years, it just got more and more frustrated by not being able to solve customer's problems. You know, we talk in industry and we talk about candidate experience and we do a pretty poor job of it. Let's challenge ourselves. We do a pretty poor job of it. We don't do a great job. We rejection. We don't do a great job of hiring experience. So we pitched to set up a new business, new product business in AMS to transform that and go after that. And we got green lit by the board and here we are with our first product.
Jerry (9m 48s):