SmartRecruiters

Yeah, so very exciting times at CPP.

We are currently going through an implementation with smart recruiters, just given the growth of CPP, the growth of the talent acquisition function.

Yeah, we saw a need there for the best of breed recruitment system to come in.

And yeah, we're halfway through the implementation and plan to go live around October.

So that's really exciting.

And yeah, smart recruiters also being implemented throughout our sister companies as well so we fall under a parent company quanta services and then there are about four or five sister companies that we have and smart recruiters is being implemented across the whole lot so really looking forward to it we're currently quite restricted with the way that we're able to talent pool and build talent pipelines and i guess with the really niche roles that we recruit for that's really important so yeah really looking forward to going taking our model to the next level with a new system

And our listeners are always very interested to hear how people implement HR tech change.

So did you go to tender for ATS or did you target people yourselves?

Hi there, and welcome to Decoding the C-Suite, a five-part miniseries from Recruiting Future about how leadership really thinks about AI.

Throughout the series, I'm in conversation with five senior leaders at SmartRecruiters, seven months on from their acquisition by SAP, exploring how each function around the leadership table sees AI and what talent leaders can learn from it.

Today, we turn to the product.

The technology is moving faster than any buyer can absorb, which creates a genuine design problem because building for the boldest customers means losing everyone else, while building for the cautious means falling behind.

Shefali Netke is VP of Product Design at SmartRecruiters, and she lives through this tension every single day.

We talk about designing for a spectrum of readiness rather than an average user, why she refuses to keep designing for the old world, and how her team stays ahead of a field that changes daily.

There's also a very human story in here about what it takes to merge two teams from two very different companies.

This is Decoding the C-Suite, episode four, The Product.

Because many jobs don't require writing, you know, they're, they require other skills, so why do we have to be a guru of AI to find a job when the job itself doesn't even use it? So it's a big chaotic mess.

Now, there's some great companies in this market, HireVue, Makie People, Workday, Paradox, SmartRecruiters, now owned by SAP.

I mean, there's some really sophisticated software companies here, and it makes sense that there are because it's a giant market and a very, very important market, and the technology that's used for recruiting is also used for matching and sourcing and succession management and career development and development planning for employees in the company.

One of the, uh, big trends over the last decade or two has been reskilling or talent mobility or talent marketplaces of internal candidates, where if you work for Amazon and Amazon wants to keep you, they will train you to become a software engineer or a security engineer or something else because they wanna be good for you and good for the economy, so they wanna know what your skills are and what your aptitudes are most likely to be.