EP 156: Leveraging AI for phone screens and evaluations with Aaron Wang, Co-founder and CEO of Apriora.

So is it primarily in terms of how your customers engage? Do you see as soon as somebody applies, do most customers want them to just have the ability to start the screening process? Or do you see customers want to essentially do an initial review of the profile and then have them decide from there if they want to screen the candidate? How do you see it work typically?

What's... really unique about what we offer is that companies now have the ability to engage with every candidate at scale.

And what that means is they're now able to widen their talent aperture and not only consider the folks that had a 4.0 and went to a great school and had the best career backgrounds, but also those that, hey, maybe they didn't have the most opportunity throughout their career, but they have the skills and they have the knowledge to prove it and be a great employee.

And we shouldn't be overlooking those folks.

And the way that... is articulated in the use cases of our customers is all the time they'll just interview every candidate because it's just so cost effective and it's a way to access talent that maybe your competitors aren't accessing today.

So that being said, it's like this tool is not evaluating the talent per se.

It's collecting the screening data and then allowing the hiring team to make essentially giving them a lot more information to evaluate and decide if they want to move forward in the process.

Is that accurate?

Yeah.

So after every interview, the AI recruiting agent will write up detailed feedback notes and, you know, for example, upload that or sync that to your applicant tracking system.

So that, for example, your recruiters can make a well-informed decision.

The AI recruiting agent today can score.

So you can give it a rubric for the things that you care about for that particular role or requisition.

And we'll score it, the candidate based on that interview.

And what's great about that is it allows the recruiters to focus their time on the candidates that do meet the requirements of the role, as opposed to those that maybe

don't.

So basically, the hiring team can filter based on certain criteria to identify the candidates that match best on the filters or whatever? Is that right?

Exactly right.

So, for example, maybe there's a, let's say, a light industrial role, right, where you need to be authorized to work in the United States and you need to, you know, it's located in Boston, Massachusetts, so you'd be able to drive to Boston every day.

Yeah.

The AI recruiting agent can ask those questions and then tag that applicant as, okay, great.

They're authorized to work in the US and they're able to work in Boston in person.

And then that just makes it easier for the recruiter to go back into their ATS and say, okay, great.

I want to talk to those folks because they meet the criteria.

Yeah.