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Idea Overview:
Businessflow Recruit is a software for revolutionizing recruitment and onboarding built with AI agents at its core. The agents can perform specific sub processes like analyzing resumes and interviewing applicants, saving huge amounts of time for recruiters and HR managers while increasing the talent pool that can be engaged with and limiting human bias. This will give companies the best fit applicant at an immensely higher speed and a reduced cost, while giving the applicant a higher probability of joining the right position that will lead to a meaningful and fulfilling career.
Who might use it/where it might be used?:
This software will be used by:
1. Recruiters or HR managers at medium or large companies to easily find the best fit applicant in a large pool of talent.
2. Managers and executives of small companies or scale ups with no or limited HR resources.
3. Recruitment agencies
The Market (B2B, B2C or Both):
Business to Business (B2B)
Sector the idea belongs to:
Software
Is there a similar idea to be found?:
Because of recent advancements in generative AI, many startups are popping up. Most are in the US. Some are backed by famous VC's like YC. All are in early stages. Some focus exclusively on candidate sourcing through AI, others focus on interviewing alone.
Some examples:
- Apriora (interviewing)
- Chamoy (interviewing)
- Equatalent (interviewing)
- Parasale (sourcing)
- Juicebox (sourcing)
I'm sure many more are in the process of being created because the opportunities are huge.
Why you think there is a demand for your idea?:
It saves time, reduces costs, analyzes and ranks applicants based on general guidelines which reduces human bias. Businesses are always looking on how to reduce costs. Recruitment specifically is often a very time consuming and unproductive process. Often recruiters cap the amount of resumes/ candidates they will look at because of the lack of time and resources and usually settle for 'good enough'. This ways they miss on potentially much better candidates that will fit the position better and stay longer with the firm, adding more value. People are the essence of all organisations, so it is of most importance to make sure you have the right ones.
Who would be the ideal customers?:
HR managers and recruiters that are open to try new state-of-the-art solutions and are open minded about AI.
What ideas do you have to reach these customers?:
Up until now I have been reaching out on linked in, however with very dissapointing results. I am trying other platforms like forums, discord groups and slack. I will still continue on linked in but with a different strategy (optimizing and improving my profile and refrase my offer to the target audience). Finding early adopters (even feedback interviews) appears to be incredibly hard and is one of the reasons I am now submitting this idea on this platform.
How far have you developed this idea?:
I pretty much have an MVP that early adopters can start using. In the interviews that I had (4 until now) everyone thinks the basic idea is great. Their only concern is how it is branded and used because a lot of people are afraid of AI. Many recruiters might think it will replace them, while applicants might be irritated that it is not a real person interviewing and assessing them. Explainability should be key as there will probably be many cases where rejected applicants will sue the company because they got rejected by and AI.
What – if any – feedback have you had for this idea so far?:
All other people I shared it with think it has a huge potential (which it has if done right). Again usually the main concern is that the human factor will 'disappear'. However, it doesn't have to because my application is designed to embed in the existing processes and enhance them, not replace recruiters.
What supporting material – if any - would you like to add to your proposal?:
I still need to create a decent pitch deck. For now I will share a more extensive description, long term roadmap and if someone is interested, I can show them the MVP.
4 comments to “Businessflow Recruit”
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Simon Krystman - April 4, 2024 at 7:53 am
@Sam, you mentioned there are many startups in this space. What will make BusinessFlow AI unique and give you a competitive advantage over these new entrants?
Sem Gabelko - April 4, 2024 at 12:33 pm
Good question. I don’t know the people behind those companies personally so really hard to say. They are mainly in the US while I am focussing on the middle east and later europe. They are new entrants just like me in this very new field of generative AI so the risks are high for all. Also I don’t believe in uniqueness other than to stand out in a sales pitch (I still need to come up with something for that 😉 ). It is statistically impossible to be unique in this world.
Egils Boitmanis - April 4, 2024 at 8:23 am
I wold love to see the MVP.
Who is the team behind it? That is critical.
Also – I would start with one target niche – preferably with tech-savvy employees. And I would market this not as an AI tool but as HR personnel augmentation tool. These HR people will look at it as their partner not something that could replace them.
Sem Gabelko - April 4, 2024 at 12:38 pm
Hey Egils. Sure I would love to show it to you. Do you have a calendly link or could give me some availabilities of yours so we can schedule a call? The team right now is me alone. Thanks for the advice! I agree with the tech savvy employees or employees who are open to new technologies. And indeed the whole AI thing might be scaring some of them off