Founder @ Libre Talent // ex-Google, Anyscale, and Grammarly // I hire 100x engineers for iconic early-stage startups. Threw a 100x in there just to get your attention.
This is Rapha. I consider it to be the single most valuable tool – AI or otherwise – that I have ever used. Period. I'm not exaggerating when I say that it's given me back more than 30 hours per week, and enabled me to do my job BETTER. To understand how it works, it's useful to think about why we have initial candidate recruiter screens in the first place. We obviously want to learn about the candidate and evaluate their qualifications for the role, but we also want to share information with them about the company and the position so that they feel informed and excited going into subsequent interview rounds. Rapha does both, using innovative speech-to-text tech embedded in a super sleek Superhuman-esque UI. I think the future of the recruiting is asynchronous, and Rapha is clearly the best product in the space. For anyone who might be thinking that candidates or hiring managers probably hate this or that it sacrilegiously eliminates the “human touch”: that simply has not been what I’ve heard from candidates or hiring managers. They both consistently tell me that they prefer it over traditional synchronous recruiter screens. I'm not sponsored by Rapha or anything, but I felt compelled to make this video because it has literally given me back 30 hours per week that I can now use for sourcing, business development, marketing, giving more white-glove attention to my late-stage candidates, and all the other things that go into being a good recruiter. And it probably goes without that saying that what I love most is that it's given me more time to spend with family, my friends, and — any day now — my soon-to-be-born son. Definitely worth checking out if you're a startup founder or a recruiter – their website is www.withrapha.com.
Looks awesome! Have you seen any changes to drop-off rates? Are you doing this with applicants or sourced candidates too? I always worry that if I source a great candidate, they won't convert if I send them to an automated screen first.
Damn that's love right there....
Its not that it eliminates human touch - But I think knowing what your core differentiators are as a recruiter matters.. The best recruiters arent doing talk -> question -> response -> next question. I dig in a lot on recruiter screens and ask follow ups I think it could be extremely useful if scale and volume is high. which it sounds like it is for you. Also seems like a great way to screen your massive applicant pool to find hidden gems. last thing- I try to build long term relationships with candidates and my charm and charisma goes a long way( I like to think ) - even if they aren't a fit for the role I reached out about- I want them to think of me when they are on their next search - Ill have to give it a shot at some point when it makes sense.
Ultimately whether it's AI or human the person at the other end just wants the right result. 30 hrs saved is pretty impressive Alex.
It's a no brainer at this point!
We appreciate you!!!