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More screening might be making your hiring funnel worse.
One of the biggest lessons I learned while building Talroo's SmartQualify (https://lnkd.in/gpwKFQfi): Better hiring outcomes start before the interview.
In hiring, improving applicant quality often means asking candidates more questions when they apply.
But more questions do not always create better matches.
Sometimes, they just add more friction.
At first, I thought SmartQualify was about checking whether candidates met the basic requirements for the job.
But the more we worked through it, the more I realized the real problem was clarity: helping jobseekers understand the role BEFORE employers invest more time moving them forward.
That created a real product challenge:
- Ask jobseekers for too much too early, and the process becomes taxing.
- Ask for too little, and employers may receive candidates who are not a good fit.
So the question became:
How do we create more clarity without adding unnecessary friction?
SmartQualify was built to do three things:
1. Surface the most important parts of the role earlier.
2. Help jobseekers understand what they are saying yes to.
3. Give employers stronger signals on fit and intent.
Bruce G. shared more on the thinking behind SmartQualify here:
https://lnkd.in/gbgJwiWX
Building SmartQualify was not just about making the process easier to complete. It was about helping BOTH sides make better decisions.
Better matches start when expectations are clear from the beginning.
Clarity creates intent.
Intent creates better hires.
#Hiring #TalentAcquisition #HRTech #Recruiting
“You should consider selling long-term contracts. Investors like companies with contractually guaranteed recurring revenue. SaaS companies get better valuations.”
A good friend gave me that advice about 10 years ago when he visited Austin.
We were both engineers once. By then, he had become an investor.
Over dinner, he explained the logic: predictable revenue receives a higher valuation.
I understood the financial argument. For SaaS, that can make sense.
But it raised a question for me:
Talroo is a job advertising business. Employer demand depends on hiring needs. If a customer is not hiring, should we still be charging them because a contract says so?
The conversation revealed a deeper belief in me:
Long-term customer relationships should be earned, not handcuffed.
Otherwise, what motivates a team to serve with urgency?
That reminds me of golf.
There are two types of iron clubs: cavity-back and blade. Cavity-back irons are more forgiving and easier to hit. So who chooses blades?
Better players.
They choose a less forgiving club because it gives immediate, unfiltered feedback on mistakes.
Companies need that same kind of feedback.
When a customer cuts their budget, it sounds an alarm. That signal forces us to improve service, strengthen the product, and move faster.
Because customers are free to leave, Talroo has to earn trust again and again.
I would rather build a business that wakes up every morning knowing it must keep proving value.
If customers stay, it should be because we helped them hire better, not because we made leaving difficult.
It’s a brutal way to run a business when the market turns. But it’s the only game worth playing if you actually want to stay sharp.
#TalentAcquisition #HRTech #FounderMentality #BusinessStrategy
Amanda Thiele was a high-volume hiring leader for Amazon DSP and FedEx operations.
When she reposted my story, she added something I didn’t expect: she moved her hiring budget to Talroo because, in her experience, Talroo produced new hires with stronger retention.
That’s the best introduction to how we think about what Talroo does.
Talroo believes a good hire happens when a jobseeker chooses a role with real intent and clear expectations. Pay, benefits, schedule, commute, and requirements must be clear before someone applies. This isn’t just information matching; it’s the moment of mental commitment.
Our new product, SmartQualify, puts this philosophy into practice.
It has two steps: first, summarize the critical components of the offer and ask jobseekers to actively confirm they understand them; second, verify whether the applicant meets the job requirements. Step one protects intent. Step two improves qualification.
If the job doesn’t fit someone’s life, it’s better for everyone if they opt out early. But when it does fit, the person who continues does so with real intent. That’s where retention begins.
When Jake Jeongsu Kim, Michael Morelock, and Danny Garcia showed me this design, my first reaction was: “This is exactly what we should build. It will dramatically improve candidate quality and long-term outcomes.” The revenue operator in me worried about lower volume. The CEO in me asked a bigger question: "if we’re not focused on customer outcomes, what makes us different?"
When we launched SmartQualify, the customer response told us we were on the right path.
I believe retention will eventually be measured by source. When it is, the value of clarity and intent will be obvious. We're building for that future now. When great hires stay, it's often because the job met their expectations first.
Clarity. That’s the philosophy behind the product. That’s the difference.
#TalentAcquisition #HRTech #FounderMentality #BusinessStrategy
