Canditech transforms hiring by using realistic job-simulation tests that reveal candidates’ true skills and potential, eliminating guesswork and costly mis-hires. With customizable, cheat-proof assessments and a seamless candidate experience, it helps companies hire faster, fairer, and smarter, cutting evaluation time and bias while boosting talent quality.
Discover Candidates’ True Potential Using Job-Simulation Tests
In this episode, we speak with Guy Barel, Co-Founder & CEO of Canditech, about innovative hiring practices. Canditech offers a platform that replaces traditional resumes with job simulations, allowing candidates to demonstrate their skills in real-world scenarios. This approach aims to reduce bias and improve hiring efficiency by focusing on candidates’ actual abilities rather than their resumes. Guy discusses the benefits of skill-based hiring, the integration of AI tools, and how Canditech supports companies in automating their screening processes. The conversation highlights the shift towards skill-based hiring and the importance of balancing technology with human interaction in recruitment.
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Show Notes
Takeaways
- Canditech aims for a world without resumes.
- Job simulations allow candidates to showcase their skills effectively.
- The candidate experience is crucial for successful hiring.
- AI tools are reshaping the hiring landscape.
- Companies are increasingly adopting skill-based hiring practices.
- Canditech’s platform integrates various assessment tools for different roles.
- The use of AI in hiring can streamline processes significantly.
- Job simulations provide a realistic preview of job responsibilities.
- Canditech helps reduce bias in the hiring process.
- The future of hiring will focus more on candidate potential than resumes.
Chapters
00:00 – Revolutionizing Hiring: The Need for Change
02:50 – Canditech’s Unique Approach to Skill Assessment
06:03 – The Candidate Experience: A Win-Win Situation
09:09 – Job Simulations vs. Traditional Resumes
11:51 – Integrating Technology with Human Touch
14:50 – Core Features of Canditech’s Platform
17:54 – AI in Hiring: The Future of Assessments
20:57 – Ensuring Integrity in Assessments
23:49 – Streamlining the Screening Process
27:01 – Trends in Skill-Based Hiring
29:51 – The Future of Hiring: A Holistic Approach
Transcript
Beau Hamilton (00:00.91)
Hello everyone. And welcome to the SourceForge Podcast. Thank you for joining us today. I’m your host, Beau Hamilton, Senior Editor and Multimedia Producer here at SourceForge, the world’s most visited software comparison site where B2B software buyers compare and find business software solutions. In today’s episode, we’re talking about one of the biggest pain points in business. And that is the process of hiring the right people and doing it efficiently. guest today is Guy Barrel, the CEO of Candatech, a company that is sort of shaking up how companies find and evaluate talent.
So instead of relying on resumes and interviews alone, Candidatech helps teams build customized job simulations that let candidates show what they can actually do before they even get the job in the first place. They claim it’s a smarter, faster, and way more practical approach to hiring. And I’d have to agree with the fact that a new approach has to be taken here with recruiters just being absolutely flooded by AI-generated job resumes that just make it harder to find the right person for the right job.
And I think it should also help cut down on bias, right? Because whether we’re aware of it or not, there are unconscious biases that influence how candidates are evaluated. And that just shifts the focus away from what they can actually do. So Guy’s here to expand upon all of that. He’s here to walk us through how their platform all works and just talk about why companies are jumping on board. So let’s get into it. Guy, welcome to the podcast. Glad you can join us.
Guy Barel (01:23.765)
Yeah, thank you so much. you for taking the time to chat with me today. I’m super excited. I’m a big fan of you and of Soulforge. So it’s a pleasure being here today.
Beau Hamilton (01:35.062)
Absolutely. Yeah. I’m excited to have you here and just get into this conversation. I want to start by asking you what sparked the creation of CandidTech and how did that initial idea sort of shape the company’s mission today?
Guy Barel (01:47.853)
Sure, so actually the company founded around five years ago with the vision of a world without resume after feeling the pain of hiring or serves as hiring managers.
In my previous life, I was a general manager of a gaming studio. And before that, I did some other roles in the field of marketing, product, gaming, business development, et cetera. And during my last few positions, I found myself a lot dealing with hiring people for a large variety of different roles. And it was a very big pain for me and for my managers. And when I was looking for tools to help me to streamline the process, I couldn’t find a tool that I find valid, reliable, by us free and relevant for tech and professional services environment. So I teamed up with two amazing people. Today they are my partners, came from companies such as Microsoft and Google.
And basically what started as a side project in order to answer our needs became officially KaniDeck around five years ago with the goal of a world without resume. And in order to do so, we developed a very unique SaaS platform that basically provides companies with the option to create tailor-made assessments for any role within the company, from R &D, BI, and analytics, all the way to marketing, sales, HR, blue-collar position, and everything between.
Beau Hamilton (03:10.786)
Hmm. Well, it’s neat to hear that you have a gaming background because I feel like that kind of fits naturally with this, the job simulations that I picture, with, with your current endeavor here. And then I feel like you’re just right, right in the perfect, timeframe for capitalizing on this new sort of AI trend that we’ve all found ourselves in. Right. Now, when you first set out to tackle the problem, with hiring, did you focus more on the job candidate side of things, or did you focus more on the perspective of the business.
Guy Barel (03:41.675)
Yeah, that’s a great question. In our perspective, we always see it as a win-win situation. It has to be a win for the candidate and for the company as well. So I would say that on the candidate side, we basically allow more and more candidates with their fair chance to showcase their professional skills for more and more type of positions, regardless of their resume and background.
And also, we basically provide them with the option to get a glance of how the future job is going to look like in a very early stage of the process to set some expectations with the candidates as well. And while doing that, we basically allow our clients, the companies, to hire better people faster while diversify their teams and provide an amazing candidate experience with job simulations that mimic the actual job as much as possible.
Beau Hamilton (04:38.06)
Yeah, you can’t really focus on one without the other. So I guess it’s a tandem approach,
Guy Barel (04:43.189)
Yeah, for sure. Especially in a world that the candidate experience is something which is so important for the companies that we work with. This is why we have a survey after each one of our assessments. This is why our clients keep asking the candidates regarding the process, regarding the assessments, regarding the experience with KaniTech. And it must go hand by hand. If candidates will not be happy with our assessment, no one will use our platform.
Beau Hamilton (05:08.942)
Right. Yeah. And so there are two, obviously two sides of the hiring process. And I feel like both have been fairly unpleasant recently with the one, the uncertainty of the job market with just the kind of macro conditions that are at play, but also specifically with applicants using AI to sort of beef up their resumes, right? They almost all, almost all resumes, they all kind of like look and sound the same. And it’s hard to really know a candidate’s true skillset based on the resume alone, which I think has been the case for a while, again, it’s really only been made worse lately with some of these AI tools.
Guy Barel (05:42.561)
Yeah, you know, it’s funny that the companies that use AI in order to generate the job description and then the candidate use AI in order to create CV or resume that will meet the job description requirements. And then the ATS, the applicant tracking system are using AI in order to search the relevant keywords within the resume. So not the perfect way to evaluate candidate actual skills.
Beau Hamilton (06:03.948)
Yeah, for real, it’s like full circle AI with fighting AI. Does your, I’m curious, does your company promote or advocate sort of the killing off of the resume entirely and replacing it with your skill assessment tests? Or is it more about using both in tandem to create like a fuller picture of the candidate?
Guy Barel (06:27.979)
Yeah, that’s a great question. So we are aiming for a world without resume. This is the goal, this is the vision. That said, there is a way to go. And we see that most of our clients, they are still using resume at some stages of the process.
But we do help them to put much less weight on the candidate resume and much more weight on the candidate potential for doing the actual job. I’ll give you two examples. We have a company, a relatively small company, 400 people company. They use the platform in order to hire junior data analysts. They usually start the process with between 30 to 40 people. With our platform, they managed to create a test and share it with 1,500 people. And they shared the test without even talking to them, without reviewing their resume. In five days, 85 % of the people submitted the test. They brought the top 10 for a video interview and hired two people within a week.
So they still use resume, but they flip the process. They review the resume only in cases of people who passed their benchmark. So it was great in terms of shortening the time to hire and reduce unnecessary interviews. But the biggest feedback was that it allows them to start the process with more people that only based on the resume, they would never start with.
This is one use case. Another one is to share a test after you or after the company review the resume. But again, we help them to put less weight on the resume. So for example, one company that we work with, if you wanted to be a data analyst for this company, you needed to have at least two years experience in SQL. But now, anyone who says in the resume that they know SQL, regardless of how many years of experience, they get a phone call and a test.
Guy Barel (08:18.557)
So it was a game changer for them. They saw that even people that considered to be juniors or even people that didn’t study in the right university become great analysts for the company. So both of these companies, and in many of the use cases, they are still using resume. But the test helped them to start the process with much more people and immediately understand who are the people that they would like to focus on based on their actual skills and less about their resume and background.
Beau Hamilton (08:46.572)
It’s interesting. Yeah, it’s interesting to just think about this possibility of a world without resumes, right? So I guess to visualize it, it would be, you you’re reading through an application and, or an offer. You want to, you want to apply for a job. but instead of saying submit application, right? It’s take assessment test. Is that sort of kind of the, the, the, the, the next step.
Guy Barel (09:10.505)
So it can be the first step or it can be the second step after the call with the recruiter. I always say that it really depends with the role if you apply to be a Java developer or a sales manager. It depends with the region and it depends with the seniority. If you have 10 years experience or just zero years of experience. So it really depends. The two main use cases is either to share the test right after the candidate applied or to start with a call. But then the call is super short. The recruiter, they’re not trying to understand if they can indicate has the right critical thinking skills if they know how to write code, if they know how to analyze marketing campaigns, if they know how to work with clients. So they take the time to explain a little bit about the role, about the process, and then they suggest the candidate to take a short test that will give them a glance of how the future job is going to look like.
And again, it’s a win-win situation because the candidate in a very early stage of the process can basically have a test drive of the future job and decide if it works for them. And also from the company side, they can basically see how the candidate will do the job before they get the job. And this is the world that we are aiming for.
Beau Hamilton (10:27.896)
Right, yeah, I appreciate the visual kind of description there because I’m very visual person and I also, I wanna ask you specifically with some of the specific sort of simulations you offer, but I wanna also hit you with this sort of concern that I’ve heard and that’s around sort of the personal touch aspect of this process, right? Cause some might argue that relying too much on automation and assessments takes away from the personal touch that is really important in hiring and that might come with a traditional resume, right? So how do you balance using technology with creating a human engaging experience for candidates?
Guy Barel (11:09.357)
Yeah, sure. That’s a great question. And this is something that we always say that we are not aiming to replace the personal touch or to replace the job interview. There is no replacement for that. Not yet. So basically what we do, we allow companies to start the process with more people as mentioned, putting less weight on the resume and more weight about the potential for doing the actual job, immediately understand who are the people that they would like to invest their time in order for having this time consuming interview with. So we obviously, there is no replacement for having the interview, for having this in-depth conversation with the candidate to get a better understanding of their thinking process and also for the candidate to visit the office to get some feeling of the vibes within the company, etc. So the idea is to do it with much more people but only after you have some more understanding regarding their potential for doing the actual job.
Beau Hamilton (12:15.894)
Right. Yeah, that’s reassuring. mean, it’s because again, there’s so many aspects to hiring a right candidate, right? It’s like you can know you could have some of the best skills, know everything there is to know about SQL or whatever, you know, programming language or something. But you also got to have communication skills. You got to be attentive. You got to fit well with the existing team, et cetera, et cetera. So there’s a lot of components involved in, you know, obviously a resume doesn’t capture a lot of those communication aspects, personality aspects.
So I think from just the kind of visual video simulation side of things, you’re able to capture that a lot better than a traditional resume. And I think there’s a bunch of other use cases, some of which you’ve talked about. But I also think, again, like you’re saying, it’s a win-win for both the company and the candidate if you’re able to use their platform to find a candidate to find a job that fits their skill set. What has the general experience been for candidates and what are you doing to make sure that experience continues to get better and better?
Guy Barel (13:23.149)
Sure, so because it’s a job simulation, something which is great about job simulation or work sample test is the face validity of the assessments, which basically means that the candidates really understand why you are asking them to do the tasks that you ask them to do while they’re taking the assessment. This is the face validity. For example, if some candidate applied to be a sales manager, and you ask them during the assessment to give a pitch and to write an email and to handle with the client’s objections. They really understand why you ask them to do so, comparing to having a psychometric assessment for being a sales manager, for example. If I apply to be a financial analyst and you ask me to analyze financial report and then to explain it to the camera.
I really understand why you asked me to do so. So a typical feedback would be from candidates is that A, they really appreciate the option to get a sense of how the future job is going to look like rather than just having a test. And also another common feedback is that they feel like this is much more accurate way to evaluate their skills. So they really appreciate it.
Beau Hamilton (14:41.004)
Now, what are some of the core features that make Candidatech a really comprehensive all-in-one solution for skills-based hiring? Can you paint us a picture of what a job simulation might look like?
Guy Barel (14:53.869)
Yeah, sure. First, I think that one of the keys is that it’s a job simulation. It’s not just a test. So depending on the role, candidate can do lots of different things in order for them to test drive the role and also for you to see how they can do the job before they get the job. So a developer, for example, they will write code for sure. But then they will need to explain the code to the camera.
And then they get a change within the product from their product manager. So they will need to some changes. And then maybe they will use Shared GPT, which is embedded to the platform, in order for them to use their AI skills in order to solve a real life scenario, et cetera, et cetera. On the other end, a customer success manager will be pitching a client that will have them some complicated questions.
And then in some cases, if they should be technical, they will go to the database, they will look for answers, and then they will get back to the client. So the idea is basically to, in terms of the holistic approach, first to allow companies to evaluate both hard skills and soft skills that are very relevant for the job, but also on a wider perspective to provide companies with one tool to evaluate people from all the different departments within the company from the HQ side, data, BI, analytics, developers, marketing, finance, product, et cetera, but also for the blue collar, mass hiring as well, manufacturing, telemarketing, delivery, support, et cetera, et So one tool that can also integrate with the internal tools, usually with the applicant tracking system to evaluate people for all the different roles within the company.
Another thing that goes with that, especially when it’s about tech and professional services companies, is the level of customization, which basically means that companies can create a test or a job simulation that will be 100% suitable for their specific requirements. So something that comes with that is the ability to implement their own assessments into the platform, because with many companies that we work with, they already have assessments.
Some assessments that the hiring managers created a few years ago using Google Doc, Excel, PDF, et cetera, that they are super happy with. And they are running it with it for years, so they have all the benchmarks, et cetera. So in this case, we are not telling them that we know better than them how to build assessments for the candidates. We suggest them to take the assessments that they already built and implement it to our platform. So everything will be checked and scored automatically.
People will not be able to cheat because we have great solutions for cheating prevention. They will have all the data in one place. It can be integrated with their applicant tracking system. So usually it’s a no-brainer for them for doing that.
Beau Hamilton (18:00.558)
Now, yeah, you mentioned the Chad GPT aspect that’s, I guess, kind of built in, or you partner with some of these tools, I guess, or you partner with OpenAI’s Chad GPT. How fast are companies able to create these job assessment tests for candidates?
Guy Barel (18:19.155)
We have a very cool feature for that that we released a few months ago. We call it the AI test builder, which basically means that you can take the job description from your website, just copy and paste it to our platform, and a test will be generated for using AI, surprisingly. And also, we use the AI in order to automatically check and score the assessment. So everything can be checked and scored automatically. Not only the deterministic type of questions such as code, SQL, Excel, et cetera, but also open text and video will be checked and scored automatically in order to really streamline the whole process.
And you also mentioned the embedded CHPG, which is, I think that it’s one of the game changer within the platform because today in the new age of AI, I guess that you and the audience, you know that better than me that today when you are evaluating people, it’s not only about how they write code. It’s also how they work with AI tools. When you are hiring for marketeer, it’s not only about how they can write a great article. It’s also how they can use Chai GPT or other tools in order to create thousands of different contents in a short time, et cetera, et cetera.
So it becomes, I would say, that the AI skills become one of the most crucial things for companies, I would say maybe in some cases the most important skill to evaluate, not only for tech roles, but for all the other roles as well. So we developed some tool that allows companies to really get some understanding regarding the candidate AI skills. How they can write prompts, the critical thinking when it comes to AI, how they can find the right balance between the human and the machine, etcetera, etcetera. So one of the key features in that regard is embedded ChatGPT. So the candidates, while they’re taking the test, they’re using ChatGPT, like in real life, because again, we are trying to mimic the actual job as much as possible.
And there was, I would say that there was like an interesting evolution for that, because around two years ago when the big buzz started regarding AI tools, etcetera. So companies thought that if the candidate will use JGPT, they are trying to cheat. So we have great solutions for that. We can recognize if the candidate used JGPT, et cetera. But now we see that companies, they are trying to encourage the candidate to use JGPT while they’re in the test, again, in order to get some more understanding regarding how they can work with AI tools.
Beau Hamilton (21:03.342)
Right. Yeah. I don’t think that using AI tools is inherently cheating or anything. I think it’s one of those things. It’s a, uh, uh, these new tools have been ushered into the, into the workforce, into the world. And I think you kind of have to use them. And I think you get people who are reluctant to use them for whatever reason. And, at the end of the day, I mean, you can, you can justify the pros and cons. But I think it’s clear that, I mean, you’re just going to kind of put yourself at a disadvantage if you’re not at least somewhat familiar with using them and using them to your advantage as much as you can. I remember, so a couple of years ago, I started with a couple of buddies locally. started a company basically trying to help local established companies integrate these AI tools into their businesses. It was just a little kind of a side project we were working on, and it was just to help kind of the older, you know, like the plumbing companies, the HVAC companies kind of any way they can incorporate AI into their business.
And I think there’s some real use case there with, with what your new tool offers and kind of the education aspect, kind of showing them what you can do and then actually take action on that. I think there’s a lot, there’s a lot there that you just said, I mean, vibe coding too, you look at like vibe coatings and mainstream kind of term nowadays. Essentially, it’s like people are, AI has only been really in the marketplace for a couple of years, but already we’re seeing most of the code from these major platforms being written by AI. So it’s just crazy. Things are moving so fast.
Guy Barel (22:41.687)
For sure. Yeah, I have a colleague here that says that today hiring someone who doesn’t have the AI skills is like hiring a marketeer in the 90s. That is also more with the internet. Yeah.
Beau Hamilton (22:52.53)
Right. That’s a good, yeah, that’s a good way to put it. One thing I wanted to ask too, was, so are, are companies able to flag candidate or I guess your simulations, are they able to flag, candidates to send over to it, to, a human to review, I guess, like at what point do you keep, do you keep a human in the loop so that the AI evaluations aren’t just, maybe aren’t able to miss anything, you know what saying?
Guy Barel (23:25.899)
Yeah, so we usually help companies to prioritize and start the processes first with the people with the highest chances to excel in their role. So we are not taking decisions for them. But we help them to streamline the process because if you have thousands of candidates, you can start with the people who got the highest score in the test. And then you can see how your candidates pitch to the camera, optimize marketing campaign, analyze financial reports or writing code.
And according to that, you can decide if you would like to bring them for the interview. And then, by the way, the interview will start on a very high starting point because you have all of this information ahead. So we usually, by doing that, allow our clients to reduce the unnecessary interviews by around 80 % and also shortening the time to hire by around 50 % because, again, you can start the process with much more people but immediately understand who are the people that you would like to focus on.
Beau Hamilton (24:24.366)
Gotcha. Okay. you want to have, so like, you want to have the automation kind of help, consolidate and focus in on like the best candidates, but obviously you want to bring in a human at that certain point to, to, to a value. Yeah.
Guy Barel (24:36.395)
Yeah, for sure. It’s always in everything, it’s about to find the balance between the human and the machine for sure, especially when it comes to people.
Beau Hamilton (24:45.676)
Now, another thing you mentioned, and it’s kind of been an unspoken word throughout this conversation when talking about the rise of AI and resumes and whatnot, and that is the word cheating. So that’s not to say cheating, you know, it is cheating by using some of these tools out there to build a resume, but it does make it easier to inflate one’s artificially. And just like there are ways to gain resumes, there are probably methods to gain your job simulations or maybe your skill assessments.
How do you ensure the integrity of your assessments and just prevent candidates from gaming the system?
Guy Barel (25:19.423)
Yeah, of course. So we have some great solutions for that. Just in a nutshell.
If the platform see any anomaly while candidates are taking the test, such as tab minimization, cross-over movements, changes of IP or devices during the test, typing speed, copy and paste, usage of ChatGPT, if you don’t know what the candidate does, ChatGPT, it really depends on what you try to evaluate. We can recognize that. We can provide notifications for the candidates during the test if they’re doing something which is suspicious. And of course, everything would be monitored for the management to see in the test report. You can also use randomization of questions. So basically no candidate will get the same questions. Video is a follow-up question. Just imagine that in a timed assessment, you need to write code or to optimize marketing campaign and then to explain it to the camera. It’s very challenging to explain something that you didn’t do or you don’t know how to do.
Some companies also use webcam snapshots. So the candidate, they’re taking the test with the camera open and we are taking snapshots. Of course, they’re fully aware of the need to approve it. And lots of other features in order to basically make sure that no one will be able to cheat in our assessments.
Beau Hamilton (26:39.618)
Yeah, it’s good to hear you’re thinking about these possibilities. It just makes me think of, you know, school and like some of the tests I was taking. They partnered with various tools where they were, you know, I was taking classes remotely. So they were a lot of the tests had these extensions essentially that were kind of taking a little screenshot snapshots to make sure I wasn’t looking at my textbook or cheating or, you know, doing anything I wasn’t supposed to. So it kind of seems a lot like that but it’s neat to hear that you have different sort of customizations of ways, different things you can look out for.
Now, how does a candidate, you talked a lot about this, but I wanna ask you again, how does CandidTech support companies in automating their screening process, especially when it comes to the high volume of candidates? Is there like one thing that really stands out that you’ve noticed that really helps kind of weed out some of the good candidates from the bad candidates?
Guy Barel (27:35.831)
So we talked a lot about the job simulations and the benefits of it in terms of streamlining the process, auto scoring, et cetera. But I think that something which is very unique to Kenitech in terms of the holistic approach is that we provide companies with many different tools. Some of them are very dedicated for the pre-screening side, especially when it comes to high volume, mass hiring, etcetera. Some of the features are chatbots, usually on WhatsApp or SMS depending on the region. So you said that you’re a visual person.
So just imagine the workflow. The candidates will apply via the website, via the career page, and then they will immediately get WhatsApp or SMS, asking them like very basic questions depending on the role. For example, are you willing to work in shifts? Are you willing to work in a branch at London? Do you have a driving license? Salary expectations, etc. etc. And then based on the candidate answers, we can move them automatically to the relevant stage within the applicant tracking system. Then, for example, the next stage of the process can be triggered, an assessment.
So then the candidate can take an assessment. By the way, in some cases it can be like 40 or 90 minutes assessment that the candidate will take via the desktop. In some cases it can be just like two minutes when the candidate will need to pitch to the camera via the mobile. So it really depends with the role. And then according to the candidate’s score within the assessment, again, we can move them to the relevant stage within the applicant tracking system. So the idea is to use AI and to use some different tools in order to really streamline and automate the process. Some of the tools are more on the pre-screening side, asking like very basic knockout questions.
And some of the tools or most of the tools are on the deeper evaluation. So we talked about the job simulations, by the way, we also have some other solutions such as cognitive tests, personality tests, and some other type of things in order to really make sure that the companies that work with us, they have the full solutions that they need for the pre-skinning and for the deeper evaluation for any role and for any different stage within the hiring process.
Beau Hamilton (29:58.712)
Gotcha. That’s really interesting. Yeah. I love to, sit down and, and play with the platform some more and kind of get a, some further, visual, data there, but, that’s interesting. Yeah. And I think that the chat bots, I mean, you mentioned the AI chat bots and like, I think that kind of has a bad taste, in some people’s mind, but I think that’s the old school chat, the old school chat bot that, you know, typically baked in the websites and whatnot were terrible compared to what we have nowadays, where you can really feed internal data and get actual good results when customers interact with them and whatnot. So yeah, I just imagine you’re constantly building out updates and features. Do you have a particular release cadence for rolling out new features or is it just kind of whenever they’re ready?
Guy Barel (30:45.357)
So we have a roadmap, of course. We always try to keep up with our roadmap. So we have some very cool features in the pipeline that should be released very soon. And I think that today, and you mentioned it as well, the new age of AI, so many options, so many opportunities. We’re doing lots of different things and lots of different, interesting things in that regards and I would say that the main two, the first one in terms of creating assessments automatically now based on job description and we are keeping and improving the products and it’s amazing you can just basically let us know what you want and then hundreds of different agents are working for you each one of them is expert in their niche in order to build the best assessment for you that will be perfectly aligned with your company, with the specific need, with the industry, etcetera, etcetera.
So this is one area that we are focusing on. And another one is everything when it comes to automatically score assessment. And the most interesting areas are in the field that are not deterministic such as open text and video submissions in order to really provide companies with the tool to automate the all streaming and evaluation process.
Beau Hamilton (32:15.682)
Very cool. Okay, so that’s coming soon. No hard release date to announce just yet.
Guy Barel (32:19.467)
No, we already released the features that I mentioned, but we are working on improving them and really taking them to the next level.
Beau Hamilton (32:28.994)
Gotcha, okay. Very cool. Well, I know you touched on the work with basically every type of organization and industry, but I’m curious, what kind of trends have you seen just in terms of industry adoption or ROI? How many organizations do you work with and how has that maybe increased over the months and years? Have you noticed any sort of trends there?
Guy Barel (32:54.125)
Yeah, so first we work with hundreds of companies all over the world, companies with the highest global standard for test validation, employer branding, candidate experience, everything from very techie, Nasdaq-traded companies such as mandy.com, Wix and Fiverr, all the way to traditional companies that are high on a very high scale globally, such as Glovo, World, Eponox, Manpubl Group, and many, many others, all over the world, in North America, Latin America, APAC, Middle East, et cetera. Some of them are very techy, some of them are not techy at all, and use our solutions mostly for blue color positions, high volume, et cetera. And I think that the biggest trend that we see in the past few years is that companies are basically switching from resume-based hiring to skill-based hiring, putting less weight on the candidate resume, putting less weight on the university.
And I’ll be putting much more weight on the candidate ability for doing the job, especially now in the age of AI. And you mentioned in the beginnings that resume not giving the full picture of the candidate. So companies are trying to find a way to put much more emphasis on the candidate potential for doing the actual job. This is the biggest trend that we see in the past few years. And I would say that in the past two years when AI tools become much more accessible. So it really accelerate everything. Because it’s easier to create assessment, easier to make sure that they will be checking score automatically. It’s easier to provide a customized experience for the candidate. So I think that the strength of creating simulations, automations, etcetera, we just keep on going and resume will start to, you know, companies will stop using resumes at some point.
Beau Hamilton (35:04.706)
Yeah. Yeah. I think you’re, I think you’re right. I think, you know, obviously that it takes, it takes time for these, these tools and to get adopted and you know, they might be hitting the market fast, especially for, us in the tech industry, keeping a close eye on them. but for a lot of industries, and just kind of maybe the older generation maybe are more reluctant to adopt them. There there’s a slight learning curve, whatever it might be, but I think, yeah, I think you’re kind of on the, you’re going to probably notice some exponential growth in terms of the adoption rate and it’s exciting to see.
I’ve got one couple more final questions for you, but I want to give you one opportunity to really hammer home one key message for listeners who have made it this far in the conversation. And not to put you too much on the spot here, but maybe in one sentence or so, what would you say is the biggest advantage of choosing CandidTech over, you know, traditional resume or interview based screening tools. Is there anything that stands out?
Guy Barel (36:06.509)
Yeah, so we talked so much about the skill-based hiring and the ability to see the actual skills of the candidate. So I would just mention that I think that today, regardless of the job simulations and skill assessment versus resumes, companies are looking for an all-in-one or for an holistic solution. They would not like to have a platform only for evaluating coders and another platform only for evaluating salespeople and another platform only for cognitive and personality evaluation that would like to have only one tool for creating tests for all the different roles, for all the different seniorities, for all the different stages within the hiring process that can also integrate with the applicant tracking system and can also be customizable for creating processes and assessments that can be one of the sensitive.
So I think that the combination of skill assessments, holistic approach, customization, and advanced AI solutions, is something which really makes us unique in the market.
Beau Hamilton (37:14.976)
Awesome. Yeah, well said. And for those interested in giving your platform a try, or maybe they just want to learn more, where should you send them? Where should they go?
Guy Barel (37:23.757)
It’s easy, just visit our website, kennytech.io and you can also feel free to send me a message on LinkedIn, Guy Barel. I’m trying to be as responsive as I can. So feel free to reach out regarding KennyTech or regarding anything which is about skill-based hiring, audit assessment, job simulations. I would be more than happy to help.
Beau Hamilton (37:47.478)
Awesome. That’s CEO and Co-Founder of Canditech, Guy Barel. Visit canditech.io, follow him on LinkedIn. Thank you for your time. It’s really been a great conversation.
Guy Barel (37:59.447)
Thank you, it was a pleasure, thank you so much.
Beau Hamilton (38:01.774)
Absolutely. And maybe we’ll have you back one of these days to do a Product Demo Showcase or something. Get some more visual data.
Guy Barel (38:05.79)
Cool. I’m looking forward to it. I’m looking forward to it.
Beau Hamilton (38:09.013)
Awesome. All right. Well, thank you all for listening to the SourceForge Podcast. I’m your host, Beau Hamilton. Make sure to subscribe to stay up to date with all of our upcoming B2B software related podcasts. I will talk to you in the next one.