Hey guys, founder here! Happy to field your questions. We moved out to Bay Area in January of this year, and are excited to be working with startups to curate and recommend software engineering talent. Here's how we envision the future of recruitment:
1- Curating talent based on actual work performed: i.e. with software engineering talent, our engineers are consistently checking code repositories on github for selected candidates, and we're building out algorithms that can actually decipher whether the candidate can plug in to a startup's code base as soon as they join.
2- Timed scenario-based challenges: Our challenges will identify the "ideal" candidate for the startup by assessing current employees at a startup, and timed scenarios determine how quickly a candidate can -write clean code or even -make cold calls and meet sales quotas. Our sales challenge has been able to accurately determine the likelihood of sales performance, and candidates achieving a score of 85% or higher have been able to achieve sales quotas.
3- Actual skills gap assessment: We're building out a trending skill engine (in beta), that determines which skills employers are consistently searching for. This allows us to advise a candidate exactly WHY they aren't getting hired. For e.g. C++ or Java developers who should consider learning Python or Ruby or Marketing graduate.