Skills-Based Hiring: How Vervoe's CEO Is Rebuilding the Interview | Omer Molad

And I imagine there's obviously people on both sides.

Some people, the old guard, right? They don't want it to change.

And then some people see the value.

So I definitely see the value in it.

And I think that, again, that along with just like I talk a lot about AI and I don't want to beat AI to death.

I do have some other questions for you later on because I do think that it's relevant.

But similar to what we just talked about before, which is you have this introduction of this tool, which is an absolute game changer for people and hiring and the types of jobs that will exist in the future.

If you're not, I guess, assessing individuals on their ability to leverage those tools, for instance, and maybe they have or haven't had experience with those tools over the last 20 years, I think that that company is probably doing themselves a disservice because of how important those tools are going to be in the next few years, likely, right? So I Yeah.

And so how do you assess for that? And I was looking at your website and kind of noticed that you guys are dabbling into that too, doing some types of AI assessments.

I'm just curious, maybe you can give us a little bit behind the scenes on progress with that or how it looks or just any input you have on how that's going.

Yeah, there's this concept called AI proficiency, which is basically companies are now requiring, so often they're requiring the candidates to have a level of proficiency in AI.

But here's the thing, they often don't know what that means.

It's kind of this top-down, like, we need to hire people who know how to use AI.

Okay, great.

Does that mean they can use ChatGPT? Can they build financial models using Claude? What are we actually kind of looking for here? And so we sort of bring it back to the job.

What does performance in the role look like? today? And what does that look like in 12 months and 24 months? And that raises a whole bunch of bigger questions of workforce management and job profile design.

But I think companies are generally grappling with this concept of we need to use AI and we need to know that people can use AI.

But as you dig deeper, there's a little bit more to unpack.

Now, there's another side to it, which is pretty much all candidates are using AI to generate their resumes, their cover letters and cheat on assessments.

And so companies also have to grapple.

And when that happens, companies say, oh, no, not like that.

That's not what we meant when we said use AI.

What we meant was, you know, write your own resume manually, but use AI on the job after we hire you.

Our advice to companies is, first of all, Let's understand what performance in the job, you know, in this marketing role you're trying to fill, do you expect people to use AI? Yes.

Okay.