@tyler_co We actively combat bias: - remove names and PII from resumes during resume analysis - Chat with candidates to fill in missing gaps from resumes - a candidate-first methodology, where Conversa is designed to believe in every candidate, and working tirelessly to find the best evidence for each candidate A few results we're proud of: 🌟 Naishi Shah, with less than a year of experience, was selected to interview, competing with candidates who had 7-10 years of experience! Traditional recruiting software often rejects candidates based on years of experience, but Conversa goes beyond the resume to help candidates like Naishi stand out. 👩‍💼 A female candidate with a non-traditional background (meaning she didn’t come from tech) is being considered for a leadership role at a unicorn startup—the first ever! The hiring process is still ongoing, and we’re rooting for her. 💪 Normally, candidates without full-time B2B SaaS experience would be ruled out by traditional recruiting software, but not with Conversa. 🔍 Conversa identified an incredible candidate who had previously been rejected by a company. After Conversa’s recommendation, the hiring team reviewed her resume again and called her for an interview immediately!

@rui_zhang12 excellent question! Candidates can Chat with Conversa, a virtual recruiter, when they apply to share more information beyond their resume. During the Chat Conversa asks specific questions that help you discover: - Metrics and KPIs that will get you hired - Specific skills and experiences that will get you hired - Personal motivations, passion, or vision that differentiate you from others One of our hiring leaders is using Chat for his Founding Engineer role right now, feel free to check it out! https://app.conversa.so/budy/job...

@elijah__william right there with you, I led Customer Success and Ops for 10 years at startups as a Hiring Manager and built this based on a vision I developed during my own experiences