Firing Squad: Humanly's Prem Kumar


It's not often we get a Y Combinator company to pitch on Firing Squad, so let's start with 'you're welcome, listeners.' So, who's up? CEO Prem Kumar brings his A Game and Combinator credentials to the Firing Squad with Humanly. The company promises candidate screening, scheduling, and engagement at scale. Is this a broken promise?


Gotta listen to this Chad & Cheese gem, sponsored by PandoLogic, to find out.


PODCAST TRANSCRIPTION sponsored by:

Disability Solutions is your RPO partner for the disability community, from source to hire.


Pandologic (0s):

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 IPA. 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. Talk about her focus, dude. I'm talking about panto IQ from our friends at Panda logic, panto IQs, programmatic recruitment advertising platform helps employers source talent faster and more efficiently than ever.


Pandologic (51s):

Thanks to predictive algorithms, machine learning and AI Buzzword, overdose alert. Yeah. Panda was on the cutting edge or programmatic while being deeply rooted in the recruitment industry. And do IQ 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 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 IPA. Okay. My bad. Guessing you were talking about Programmatic Job advertising being hot. Yeah. That shit is everywhere and all the kids are doing. I know 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 don't talk about her. Focus, dude. I'm talking about pandoIQ from our friends at Panda Logic. 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. Panda 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.


Joel (1m 18s):

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. Cheesman 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 Pandalogic.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.


Joel (2m 0s):

Oh, kill me now.


FIRING SQUAD INTRO (2m 2s):

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 (2m 24s):

Hell yeah. My trigger finger is little bit nervous today. What's up everybody? You are listening to the Chad and Cheese podcast. This is our Firing Squad episode. I'm your cohost Joel Cheesman as always joined by my trusted cohost Chad Sowash.


Chad (2m 42s):

Hello.


Joel (2m 43s):

And today we are honored to welcome!


Chad (2m 46s):

So excited!


Joel (2m 47s):

Prem Kumar don't call it the White Castle movie guy, a CEO and cofounder of Humanly. Prem welcome to the show, man.


Prem Kumar (2m 58s):

Thanks for having me. Thanks to White Castle you pronounced my name, right? So I don't mind that.


Joel (3m 4s):

I'm sure the White Castle jokes are a little old so I at least had to say your name correctly in order to, to make it so a welcome to the show for those who don't know, you let's get into a little bit of your personal background, like in a tweets bit of a bit of length. And then Chad will go into what you've won. So tell us about you Prem.


Prem Kumar (3m 23s):

Awesome. Thank you both for having me. My background is in B2B, SAS, HR technology, people data. I spent about 10 years at Microsoft. I finally escaped and then spent two years at an employee engagement startup, Tiny Pulse here in Seattle before starting Humanly.


Joel (3m 40s):

Good,


Chad (3m 40s):

Nice!


Joel (3m 41s):

Good. That's good. You have practice. Chad tell him what he's won.


Chad (3m 44s):

Well Prem you, my friend, we'll have two minutes to pitch Humanly. At the end of those two minutes, you will hear the bell.


Bell (3m 53s):

Ding, ding, ding.


Chad (3m 54s):

Then Joel and I will hit you with rapid fire Q and A. If your answers start rambling or you get boring Joel's going to hit you with the crickets.


Crickets (4m 3s):

chirp, chirp, chirp


Chad (4m 3s):

That's your signal to tighten your shit up at the end of Q and A, you will receive one of three grades. Number one, being big applause.


Applause (4m 12s):

Clapping


Chad (4m 13s):

That means you'll be snapping necks and cashing checks, my friend.


Joel (4m 16s):

Back up the Brinks!


Golf Clap (4m 18s):

Golf clap.


Chad (4m 21s):

Yeah, we kind of dig what you're doing, but you're whooshu was weak.


Firing Squad (4m 26s):

bang, bang, bang,


Chad (4m 31s):

That's the firing squad! You've been knocked out and carried off the canvas and this probably isn't the game for you so get the hell out. So that's firing squad. Any questions before we go?


Prem Kumar (4m 43s):

No. Ready to go. Thank you.


Joel (4m 45s):

In three, two, ....


Bell (4m 47s):

ding, ding, ding


Prem Kumar (4m 49s):

Our goal at Humanly has helped mid-sized organizations bring efficiency and equity to their hiring processes. We do this by automating job candidates, screening, scheduling, and engagement at scale. For our next act we'll actually be moving down the recruiting value chain into the black box of that interview itself more to come on that. Our sweet spot is organizations with 500 employees or so plus or minus and roles that have high applicant volume, think tons of resumes, high turnover, and repetitive screening processes. So these are entry to mid-level sales, operations, support. For these roles, hiring teams are currently spending about 64 hours screening resumes going back and forth and scheduling parole.


Prem Kumar (5m 32s):

And for the first time ever over these last many years, 72% of candidates who have had negative experiences are now sharing that online so hiring teams are swamped, the result is time wasted, bad candidate experiences bias as well as employee brand hits. You know, there's many tools that have emerged for large enterprises to solve some of these issues. Many of those companies have been on the show. We found that midsize companies just don't have the tools to engage candidates at scale and are being left behind, along with their candidates. If these companies have the tools to engage with their candidate pipeline, the same way marketers and sales professionals can with their leads and prospects, we'd be in a different spot.


Prem Kumar (6m 13s):

We built a tool that will engage with candidates wherever they are spring them and schedule them better yet. You never have to sign into Humanly other than setting it up. We feel any tech company can build a bot, we do have one of those, but just like anyone who can talk can technically ask screening questions. Our focus is more so on what questions are being asked when through what channel getting the right candidates to the right recruiter faster. And as we bridge the gap between people in tech or humans and tech, our next step is launching interview analytics tools to help people become better at interviewing. So moving from addressing the black hole and screening to the black box and the interview.


Bell (6m 48s):

ding, ding, ding.