Silicon Valley really, really wants to be an elite. While companies and venture firms said countless times, they hope to recruit talent, or to the best investment, has nothing to do with other factors. But due to the lack of diversity of technology, "other factors" will often play a role. According to a recent Reuters analysis shows that those are well-known venture-backed start-up companies found that success in the technology industry is usually one of "homogeneous background."
So, these so-called "homogeneous background" what is it? if you summarize in one word, it's "pedigree" (say popular relationship). According to a Reuters analysis, most startup founders held high positions at major technology companies, or has a very good network of contacts in the circle, or have had successful entrepreneurial experience, either from the United States top three universities (MIT, Harvard, and Stanford). Good ideas can conquer all, but in fact, connections are still very important factors, which mentioned "other factors".
However, Iba Masood said boldly, he was not recognized in Silicon Valley circles that "lineage", she is Gradberry, Chief Executive Officer and co-founder of the company, the company received support from y Combinator. In order to solve the Silicon Valley elite problem today has released a scientific employee recruitment products of artificial intelligence------TARA (Talent Acquisition and Recruiting Automation: automate talent acquisition recruitment). TARA can help companies recruit skilled technology staff, then, how to judge a candidate is whether skills? the product has a very interesting assessment method, which is to analyze the candidate write code in the past.
"People in different areas can be very well------this is nothing to do and background, heroes don't ask where," Masood said.
Automated recruiting
In fact, there are many job search companies on the market, they all hope that science and technology could be associated with employees and employers, such as HackerRank,Hired and LearnUp.Beansprock, who is part of the MIT Media Lab (MIT Media Lab), also hopes to use artificial intelligence techniques to simplify the cumbersome job experience.
Job seekers may use your personal information and have completed projects (usually inside the Github code base of open source platform) associated with Gradberry, then Gradberry will share the candidate's code quality pass. They will be checked for grammar, make sure that the code is not running error, also check whether the code is stolen from elsewhere. Gradberry will look at the code for the open source community for job seekers (Github) how large is the contribution, as well as their acceptance of the code from other open source communities have much higher.
In this process, said Masood Gradberry you can filter out very high quality candidates. She cites, for example, a 20-year old programmer in Github background information on her and her team were very impressed. "In his field, the programmer must get to the top, he is particularly good at is Java," Masood said, "but he has no experience. "TARA will pick out the programmer, and recommended for the game company Kamcord, successful candidates soon.
In assessing the candidate's code, Gradberry will give advice, teach them how to make your resume look better. Eventually, Masood said, they will help job seekers upgrade their programming ability. At present, the Gradberry according to the practical needs of employers, telling their users which programming language now fire, to find more help.
As for employers, they will receive a tailored list of job-seekers, the vocational skills of the job seekers are what they need. Employers decided to recruit some of these people, it will send feedback to Gradberry and tell them what are the characteristics of the recruits, which would "train" Gradberry next time to find better candidates. Once a candidate successful candidate, then Gradberry will 5% their salary for the first year will be charged a Commission.
The measure of success
Through a series of measures, Masood and her company began to grow. Gradberry recently received a seed round of investment, investors including YC incubators and other well-known venture capital firm, and a number of angel investors. Masood had already settled on the recruiting platform 255 companies, opening up 379, more than 3,000 engineers looking for jobs on this site. If all goes well, Masood said Gradberry will expand into other industries, such as sales and business development. As the company's Chief Executive, Masood's long-term vision is to build a mature applicant tracking system, providing services for employers.
But Masood and Gradberry company's success did not happen overnight, little is known about Gradberry in the field of recruitment to fight a three-year period, as a start-up company, this time is definitely not short. Moreover, prior to the formal launch of TARA, their products have gone through many versions optimized. Brilliance group living in the shadow of BMW brand
For recruiters to their HR staff often have to look at hundreds of resumes a day, Masood said, she realized they could use technology to change the traditional recruitment system in the technology industry. And in some ways, TARA this product has proved that it is not a "relationship" system, because many of the engineers are not from the United States, or even from Ivy League schools.
Masood said she can honestly tell those applicants that do not come from schools, they can become very good. "Want to find a good job, there must be a good motivation to work," she said. It is probably for this purpose, she developed an artificial intelligence system to prove his point.
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