Really interesting product and even more interesting to read through these comments! The problem I foresee is that whilst AI can match skill requirements from resumes very easily there is far more nuance in judging things like creativity, leadership ability, transferability of skills, adaptability etc. These softer, and very important skills, can make or break someones success in a role and team. I struggle to see how an AI can judge the specific needs of a team from this standpoint. For example a team might be looking for a frontend developer. They need someone with ReactJS, NextJS, 5 years experience etc. But they also need someone who can bridge the gap between design and engineering whilst at the same time work with backend developers who are quite awkward and opinionated. The AI can try to screen for this by asking questions like "How capable are you at design?" and "How do you deal with working with difficult colleagues?". The problem is that the AI, I'm assuming, will be trained on data that shows how good candidates answer vs bad candidates. It's therefore going into the interview with built in bias on how individuals should response in each domain (creativity, leadership etc.) and probably a pre-set points system it can assess against. This doesn't properly judge the nuance of the situation. Perhaps this doesn't matter as it's simply not relevant to 80-90% of cases where people just need employees in seats to perform a single function but I believe teams work best with the right balance of hard and soft skills and the soft skills are far harder for the AI to judge. You have to also bear in mind that the people hiring might also not fully understand what they need and so they end up with the wrong person because they didn't define their criteria well. I'm sure these are all questions/ideas Braintrust are already thinking about but I'd be interested to hear your thoughts @adamjacksonshow @Braintrustyoutube
This seems to be the same strugge I have. I can see the product helping my efficiency workflow but the final interview would have to have a human touch -aka me.
I think this is going to be really powerful. so highly skilled folks don't interview well with another human, and are judged simply based on their social skills vs the skills they're being hired for. I can see people relaxing more when talking to ai, thus articulating their experience and skill set better. For any hiring managers, this is going to save an insane amount of time, while treating the candidates fairly. will be cool to see how this works!
This seems like an interesting take on what I think AI should focus: Giving us back more time to focus on our lives. Well done Braintrust! Looking forward to testing this.
One of the challenges of conducting interviews with AI is that it totally ignores your resume and picks the next question from your previous conversation. I had an interview with Mercor's AI bot. The AI started well by reading through my resume and focusing my questions on Software Development. However, the moment I mentioned 'application security', it began to drill me on application security approaches. The interview went from Software Engineering to Cybersecurity in a jiffy. Lol. I hope Braintrust will not be like Mercor. I am happy to try this out.
It's like swimming in a sea of resumes and applications these days. I'm always worried I'm missing the best person whenever I post an open job. Super excited to try this out!
I like this… eliminating human bias is huge as it’s super natural to have. I also think not having to interview in front of an actual person is a little lower pressure. I could see this being great for candidates. Excited to try this out!
I like this for a bunch of reasons. Two big ones. 1. candidates who are working can do first round interviews whenever they want, ensure there is real interest, before taking time off from work for a live interview. 2. Hiring teams are facing crazy volume right now and missing out on great folks just because there is not enough time (to go through 800 applications and do 80 phone screens).
For years job seekers had to refine resumes to include key words just to get through various ATS filters. This gives candidates a chance to actually speak about their experience and present more than just a resume. Must be a huge time saver for talent teams too. They get to focus on speaking with candidates about the actual role as opposed to dozens of initial screening calls.
My favorite part is that there are so many applicants that are on the cusp of getting an interview, yet declined because recruiters/hiring managers don't have time to do them all live. This give employers the opprty to invite more candidates to do an interview and allow talent to sell themselves to the client via video which I've think will uncover amazing candidates that didn't quite have their resume dialed. Win for candidates IMO!
Interviews are as much about the candidate interviewing the company as the company interviewing the candidate. This is no different than one-way video interviewing... which I understand some states have enacted legislation against. Additionally, how is AI screening seasoned talent changing career fields?
Love that AIR addresses both sides. The pain points for hiring managers and recruiting teams are giving more candidates a chance where resumes fall flat and coaches' talent - interviewing is a skill.
The fact that AIR gives me feedback on how I did and then Braintrust offers a professional community to help me hone those skills is huge. Usually I am just submitting to what feels like a black hole, with 0 responses, what’s the humanity in that? Can’t wait to give it a try.
it sucks getting zero feedback after taking the time to do an interview - AIR changes that - gives you real, actionable feedback on why this wasn't the right fit and which skills may have made the difference. i would've loved this when i was an engineer applying for countless jobs...
I like it! Would have saved me a lot of time finding a job after getting out of the military and not understanding how normal people interview/ talk about their experiences.
This is an interesting concept. No recruiter wants to review 400 applications and no applicant wants to be treated like a robot on a conveyer belt. It's a hard balance to strike to keep things personal and human while also being efficient and cutting out unnecessary time and noise in the recruiting space. I think as an applicant, I'd rather have an AI review my resume and interview me with an unbiased view rather than receive no response to my application (which I see happening around 95% of the time in the current economy). I'd say overall that this looks like a win.
It won't be "unbiased" though. Every time AI is used in an unbiased way it develops biases that the developers then go in and hardcode away for DEI purposes. If all the best candidates for your software engineering role are white anglo males, do you think the developers would risk letting that be the case? Do you think they would defend that? No, they'll put their fingers on the scale.
@@adamjacksonshow I mean, teaching how to answer the question during the interview to get better results. No need AI to filter skills, the program can filter the candidate's skill, but how does the system verify candidates really have those skills? By asking them related questions during the interview.
@@qpe04 by continuing to ask questions about the person's background and experience. We designed it to ascertain whether or not the person actually has the technical skills ... makes it a more level playing field for peopel who can actually do the job VS resume spammers on Linkedin
Personally, as a candidate, I'm taking time out to apply. I wouldn't even respond to an AI video call as there's no investment of time from the recruiter or interviewer. This does not inspire confidence as I'm investing my time and it's just better put to use elsewhere. Otherwise, I think it's an acceptable product.
Applying on Braintrust is typically one click - so think of this first round screen as "applying" but with the knowledge that your skillset is actually a fit for the role vs. taking time to tailor your "resume" only for it to fade into the abyss with no feedback.
you can very easily break this chatgpt pulled api, by talking full gibrish but it should sound like u have done amazing work, imagine urself as president of your country and then answer, longer the better, u will always get very high marks.
It's important to put your best foot forward in an interview; many of our customers are looking for talent who could be external facing and thus it's important to know how they present themselves!
I'm sure someone is already building bots to interview on behalf of the interviewees - how does AIR solve that? Or it'll just be AIs interviewing AIs..
If it reduces the amount of stages that candidates need to go through on a hiring process it would be great! Nowadays you can expect 4-6 stages of interviews with a lot of biases and internal referrals. They already know who they are going to hire, but keep doing interviews just to have backups. It's a huge waste of time and a disrespect with the candidates.
we agree! After Braintrust AIR conducts the initial screen, we would expect candidates to have on average 1-3 more interviews with actual humans. It is important not only for the client to evaluate the talent, but for the talent to feel comfortable with the team they would be working with and excited about the role!
This is absolutely hellish and degrading to applicants. Just when I thought it couldn't get worse than speed dating style interviewing and reality show style interviewing -- here we are.
not speed dating - simply saving both hiring managers AND candidates time and repetition in initial screens. Candidates will be able to re-use their responses to common questions + get valuable interview feedback which is non-existent today.
The goal is to make the experience better for applicants; there is nothing more degrading that applying to hundreds of jobs and hearing crickets. Braintrust AIR offers real time feedback and suggestions to help applicants to stand out to hiring managers. It also dramatically reduces the time to hire. We want to help talent do more of the work they love (and less searching for it!) We hope you'll give the tech a shot and keep us posted on your experience.
@@Braintrustyoutube everyone agrees these are problems, the people in the comments here are disagreeing with the efficacy and appropriateness of this solution.
@@Braintrustyoutube If you're really trying to make the experience better for applicants, why not create something that includes people for jobs instead of excluding them? What a great thing it would be for applicants to be able to upload a resume and actually get back a list of jobs they'd be qualified for.
Really interesting product and even more interesting to read through these comments!
The problem I foresee is that whilst AI can match skill requirements from resumes very easily there is far more nuance in judging things like creativity, leadership ability, transferability of skills, adaptability etc. These softer, and very important skills, can make or break someones success in a role and team. I struggle to see how an AI can judge the specific needs of a team from this standpoint.
For example a team might be looking for a frontend developer. They need someone with ReactJS, NextJS, 5 years experience etc. But they also need someone who can bridge the gap between design and engineering whilst at the same time work with backend developers who are quite awkward and opinionated. The AI can try to screen for this by asking questions like "How capable are you at design?" and "How do you deal with working with difficult colleagues?". The problem is that the AI, I'm assuming, will be trained on data that shows how good candidates answer vs bad candidates. It's therefore going into the interview with built in bias on how individuals should response in each domain (creativity, leadership etc.) and probably a pre-set points system it can assess against. This doesn't properly judge the nuance of the situation.
Perhaps this doesn't matter as it's simply not relevant to 80-90% of cases where people just need employees in seats to perform a single function but I believe teams work best with the right balance of hard and soft skills and the soft skills are far harder for the AI to judge.
You have to also bear in mind that the people hiring might also not fully understand what they need and so they end up with the wrong person because they didn't define their criteria well.
I'm sure these are all questions/ideas Braintrust are already thinking about but I'd be interested to hear your thoughts @adamjacksonshow @Braintrustyoutube
This seems to be the same strugge I have. I can see the product helping my efficiency workflow but the final interview would have to have a human touch -aka me.
I think this is going to be really powerful. so highly skilled folks don't interview well with another human, and are judged simply based on their social skills vs the skills they're being hired for. I can see people relaxing more when talking to ai, thus articulating their experience and skill set better. For any hiring managers, this is going to save an insane amount of time, while treating the candidates fairly. will be cool to see how this works!
You got it!!
Yeah, the fact that AIR lets candidates mock interview is huge. Interviewing is such a skill and it will give qualified candidates a leg up. Just wow!
This seems like an interesting take on what I think AI should focus: Giving us back more time to focus on our lives. Well done Braintrust! Looking forward to testing this.
yes!! enabling humans to do what they are uniquely gifted at and ENJOY doing -- let the robots do the rest ;-)
@@Braintrustyoutubeឲឲឲឲឲឲឱឲ្យ
One of the challenges of conducting interviews with AI is that it totally ignores your resume and picks the next question from your previous conversation. I had an interview with Mercor's AI bot. The AI started well by reading through my resume and focusing my questions on Software Development. However, the moment I mentioned 'application security', it began to drill me on application security approaches. The interview went from Software Engineering to Cybersecurity in a jiffy. Lol. I hope Braintrust will not be like Mercor. I am happy to try this out.
Awesome Elesh! Excited to have you test it out and get your feedback.
It's like swimming in a sea of resumes and applications these days. I'm always worried I'm missing the best person whenever I post an open job. Super excited to try this out!
Right? Super hard to discern who is *actually* a good fit -- luckily, we have years of proprietary data to help us find your perfect match!
"It's like swimming in a sea of resumes and applications these days." solution: Don't post your jobs on LinkedIn.
I like this… eliminating human bias is huge as it’s super natural to have. I also think not having to interview in front of an actual person is a little lower pressure. I could see this being great for candidates. Excited to try this out!
There is no such thing as eliminating human bias. It's baked in at training.
@@rasi_rawss no PII is used in the training of the model.
I like this for a bunch of reasons. Two big ones. 1. candidates who are working can do first round interviews whenever they want, ensure there is real interest, before taking time off from work for a live interview. 2. Hiring teams are facing crazy volume right now and missing out on great folks just because there is not enough time (to go through 800 applications and do 80 phone screens).
looking for a job = a full time job. But it doesn't have to be with Braintrust
Completely agree. It’s such a full time job to recruit the right candidate. This saves me so much time.
For years job seekers had to refine resumes to include key words just to get through various ATS filters. This gives candidates a chance to actually speak about their experience and present more than just a resume. Must be a huge time saver for talent teams too. They get to focus on speaking with candidates about the actual role as opposed to dozens of initial screening calls.
Nothing worse than scanning resumes full of buzzwords that say nothing!! Braintrust AIR filters out all that nonsense for you!
My favorite part is that there are so many applicants that are on the cusp of getting an interview, yet declined because recruiters/hiring managers don't have time to do them all live. This give employers the opprty to invite more candidates to do an interview and allow talent to sell themselves to the client via video which I've think will uncover amazing candidates that didn't quite have their resume dialed. Win for candidates IMO!
such a great point! this technology really democratizes the process ensuring every candidate gets a fair shake
Feels like resumes become obsolete with this
Interviews are as much about the candidate interviewing the company as the company interviewing the candidate. This is no different than one-way video interviewing... which I understand some states have enacted legislation against. Additionally, how is AI screening seasoned talent changing career fields?
One part of me wants to hate it but it actually makes sense. *went to build AI to go through interviews
like all new technology, it's a love hate relationship ;-)
nice job, this is what I looking for
Love the possibilities! This could help people get way better at interviewing much faster!
YES! The AI is designed to help candidates find success on the platform!
It should be called BrainRot
Love that AIR addresses both sides. The pain points for hiring managers and recruiting teams are giving more candidates a chance where resumes fall flat and coaches' talent - interviewing is a skill.
Truly a better experience for both sides.
The fact that AIR gives me feedback on how I did and then Braintrust offers a professional community to help me hone those skills is huge. Usually I am just submitting to what feels like a black hole, with 0 responses, what’s the humanity in that? Can’t wait to give it a try.
The real time feedback is such a benefit for job seekers; the goal is to help them land their next job faster!
it sucks getting zero feedback after taking the time to do an interview - AIR changes that - gives you real, actionable feedback on why this wasn't the right fit and which skills may have made the difference. i would've loved this when i was an engineer applying for countless jobs...
Great !
I like it! Would have saved me a lot of time finding a job after getting out of the military and not understanding how normal people interview/ talk about their experiences.
This is an interesting concept. No recruiter wants to review 400 applications and no applicant wants to be treated like a robot on a conveyer belt. It's a hard balance to strike to keep things personal and human while also being efficient and cutting out unnecessary time and noise in the recruiting space. I think as an applicant, I'd rather have an AI review my resume and interview me with an unbiased view rather than receive no response to my application (which I see happening around 95% of the time in the current economy). I'd say overall that this looks like a win.
We've turned recruiters into robots by making them sift through mountains of resumes. Time for technology to flip that model on it's head.
"No recruiter wants to review 400 applications" - maybe don't work as a recruiter then 🤷
@@Braintrustyoutube No job applicant wants to submit mountains of resumes
It won't be "unbiased" though. Every time AI is used in an unbiased way it develops biases that the developers then go in and hardcode away for DEI purposes. If all the best candidates for your software engineering role are white anglo males, do you think the developers would risk letting that be the case? Do you think they would defend that? No, they'll put their fingers on the scale.
The repetition is working both ways.. I would only agree to that concept if they will accept me using my own AI to answers for me in the interview
There will be a class teaching how to cheat this kind of interview. It's possible the person who created the class is from Braintrust
can't cheat skill.. AI is built to see if you have the skills or not...
@@adamjacksonshow I mean, teaching how to answer the question during the interview to get better results. No need AI to filter skills, the program can filter the candidate's skill, but how does the system verify candidates really have those skills? By asking them related questions during the interview.
@@qpe04 by continuing to ask questions about the person's background and experience. We designed it to ascertain whether or not the person actually has the technical skills ... makes it a more level playing field for peopel who can actually do the job VS resume spammers on Linkedin
Personally, as a candidate, I'm taking time out to apply. I wouldn't even respond to an AI video call as there's no investment of time from the recruiter or interviewer. This does not inspire confidence as I'm investing my time and it's just better put to use elsewhere. Otherwise, I think it's an acceptable product.
Applying on Braintrust is typically one click - so think of this first round screen as "applying" but with the knowledge that your skillset is actually a fit for the role vs. taking time to tailor your "resume" only for it to fade into the abyss with no feedback.
Wow!! No more hours wasted doing first round phone screens? Sign me up!
Exactly! Think of all those hours you've wasted answering the same question over and over!
you can very easily break this chatgpt pulled api, by talking full gibrish but it should sound like u have done amazing work, imagine urself as president of your country and then answer, longer the better, u will always get very high marks.
This concerns me quite a bit- the fact that it judges an applicant on their lighting and eye contact?? Red Flag
"do not remove your eyes from the ads human"
It's important to put your best foot forward in an interview; many of our customers are looking for talent who could be external facing and thus it's important to know how they present themselves!
@@Braintrustyoutube yeah when I'm talking to clients I NEVER break eye contact even to blink. Helps to assert my dominance.
I'm sure someone is already building bots to interview on behalf of the interviewees - how does AIR solve that? Or it'll just be AIs interviewing AIs..
If it reduces the amount of stages that candidates need to go through on a hiring process it would be great! Nowadays you can expect 4-6 stages of interviews with a lot of biases and internal referrals. They already know who they are going to hire, but keep doing interviews just to have backups. It's a huge waste of time and a disrespect with the candidates.
we agree! After Braintrust AIR conducts the initial screen, we would expect candidates to have on average 1-3 more interviews with actual humans. It is important not only for the client to evaluate the talent, but for the talent to feel comfortable with the team they would be working with and excited about the role!
😂😂verdadi
lets get Siri working then we can trust this thing to hire the right people. relying on AI to build your talent at this stage is fricken dumbbbbbbbb.
This is absolutely hellish and degrading to applicants. Just when I thought it couldn't get worse than speed dating style interviewing and reality show style interviewing -- here we are.
not speed dating - simply saving both hiring managers AND candidates time and repetition in initial screens. Candidates will be able to re-use their responses to common questions + get valuable interview feedback which is non-existent today.
Your user-base is trying to give you feedback on your solution Adam. You should be *listening*, not trying to correct them.
The goal is to make the experience better for applicants; there is nothing more degrading that applying to hundreds of jobs and hearing crickets. Braintrust AIR offers real time feedback and suggestions to help applicants to stand out to hiring managers. It also dramatically reduces the time to hire. We want to help talent do more of the work they love (and less searching for it!)
We hope you'll give the tech a shot and keep us posted on your experience.
@@Braintrustyoutube everyone agrees these are problems, the people in the comments here are disagreeing with the efficacy and appropriateness of this solution.
@@Braintrustyoutube If you're really trying to make the experience better for applicants, why not create something that includes people for jobs instead of excluding them? What a great thing it would be for applicants to be able to upload a resume and actually get back a list of jobs they'd be qualified for.
remove humanity from the loop already
or... put it back in, by giving humans more time to connect with the top candidates for the job