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Hi @quickthrower2, thanks for commenting! Candydate’s targets are not on the technical or professional side, but the hospitality and retail industries. Restaur

Hi @quickthrower2, thanks for commenting! Candydate’s targets are not on the technical or professional side, but the hospitality and retail industries. Restaurants, cafes, hotels and stores in general. Basically those with high turnover rates and continuous hiring needs, where training is provided. The idea is candidates won't waste time with long applications and employers can flip thru video-pitches instead of reading template CV's, saving everyone's time. For introverts (odd for customer facing roles) they can just submit the old CV and skip the video, or by point the camera to a wall while they talk ; )

quickthrower2 3y ago
Thanks. Video applications even for tech roles are Ok with me. I got a job that way once (at least that was round 1). But it sounded from the pitch that you are using AI to make the decision or at least kick a lot of people out at a stage, and that doesn’t sound great for either party. My fear is this will just bias against some portion of the population. Maybe against men, maybe against certain races, or against older people. Because they didn’t on average have the same micro facial expressions, vocal variety or hand expressions as what you are optimising for.
- TheRealHB 3y ago
  We do not use AI for any decision making, we give each person applying an AI score for humans to use at will, that does not shortlist or drop anyone, only the human VOTE can (thumbs up/down), and it only does automatically if unanimous between all users. Even after all that you can manually override ; ) We actually use AI in a bunch of ways, then we combine it all, so we do analyse the human expressions on the video, timing, context, then detach the audio / voice alone to run audio specific suff, and from that, for example get transcriptions so to contrast and understand what's being said and how it relates to content. We also "read" any file attached like a resume or CV if there is one. So the idea is to make simple and quick to find a new waiter, cashier, sales person, support worker, etc. Again, we appreciate feedback and will adjust our messaging to make it clear, Nice one! Do we deserve upvote? ; )

quickthrower2 3y ago

Thanks. Video applications even for tech roles are Ok with me. I got a job that way once (at least that was round 1). But it sounded from the pitch that you are using AI to make the decision or at least kick a lot of people out at a stage, and that doesn’t sound great for either party. My fear is this will just bias against some portion of the population. Maybe against men, maybe against certain races, or against older people. Because they didn’t on average have the same micro facial expressions, vocal variety or hand expressions as what you are optimising for.

TheRealHB 3y ago
We do not use AI for any decision making, we give each person applying an AI score for humans to use at will, that does not shortlist or drop anyone, only the human VOTE can (thumbs up/down), and it only does automatically if unanimous between all users. Even after all that you can manually override ; ) We actually use AI in a bunch of ways, then we combine it all, so we do analyse the human expressions on the video, timing, context, then detach the audio / voice alone to run audio specific suff, and from that, for example get transcriptions so to contrast and understand what's being said and how it relates to content. We also "read" any file attached like a resume or CV if there is one. So the idea is to make simple and quick to find a new waiter, cashier, sales person, support worker, etc. Again, we appreciate feedback and will adjust our messaging to make it clear, Nice one! Do we deserve upvote? ; )