Short answer: Jordan Metzner says Ryz Score rates skills, experience, education and cultural fit into an overall score posted into the applicant tracking system. Sam Nadler says the team tested whether scores felt right, and strong candidates at the bottom of the list no longer wait.
Watch this answer from Episode 4 (starts at 4:23) · Episode 4 notes and transcript
From Episode 4: Why Our Recruiters Stopped Reading Resumes And Let AI Take Over Everything, starting at 4:23.
Jordan Metzner [4:23]: It becomes very difficult to understand, who's highly qualified of these developers. And so, what we built is a system we call Ryz Score. So what Ryz Score does is it takes the input of their application as well as their resume, and we actually score it based on skills match, experience match, education match, and cultural fit. We bring all of these together, and we get an overall score of 90. Usually here, you can go directly to the resume or see any additional notes about the candidate. In this case, this candidate's in Las Vegas. This one is in Allen, Texas, and we can keep going down the list. If we were only looking for candidates that were, let's say, in Austin, Texas or only in a certain area, then we could easily filter here, or we could type in a specific location. We could also filter here by scores so we could get rid of the lower scores. You know? But, if we look at these candidates, you can see they've got from 80 all the way down. But as we start to score, you hear we can see candidates who got maybe a 78 and then kinda keeps going all the way down the list till we have candidates with, zeros and even twenties and 30 fives who most likely probably won't be a good fit for that job. And if we dive deeper into each of these candidates, we'd most likely see why, but it most likely has to do with their resume and the resume's application to the job description at hand. What's really cool about all of this product is that most of our recruiters don't even use the Ryz Score application. What they actually use is our applicant tracking system.
Jordan Metzner [5:51]: And inside the applicant tracking system, we actually post all of these scores right back in for our recruiters. And so really simply, they can go down the list and find the candidates who'd be most appropriate for the job. And then they can score them and reach out to them and save themselves a bunch of time and basically send, people in these lower scores kind of messages saying thank you, but, you're you're not qualified for this role type of thing.
Sam Nadler [6:17]: Yeah. And that's really important because it's, like, kind of an elegant solution for our recruiters, not having to leave and go look at another tool to see who were the who which candidates have the best resumes. It's all integrated. They see the score directly in our applicant tracking system and then can immediately move, those top candidates directly onto the next step. And we did a lot of testing to verify, does a 92 or a 90 feel like a 92 and a 90 before, like, put putting more trust into the system. And but for the most part, like, they can you know, it doesn't feel like we're missing candidates as much. Feels like, we're truly moving the top cohort through onto the next step. And, in many ways, it's it's a while they don't see this, it's a better experience for the candidates too. Because, if you get hundreds of applicants and, a recruiter's manually checking every resume, they could just move, what they get to in that day forward versus, there could be a rock star candidate who's the very last on the list. And it just you know, by that by the time we get to them, maybe the process is towards the ending stages for that that kind of first cohort.
Sam Nadler [7:37]: So it's been a huge accelerant to our recruiting process in the top of funnel and just getting candidates to the next step quickly.
Jordan Metzner [7:50]: Yeah. Absolutely. And here you can see inside our applicant tracking system, this candidate has a 90, and you can see the candidate demonstrates strong alignment with personal assistant role. And they have extensive experience in relationship management, travel planning, gift research, personal support in remote and dynamic environments, bilingual fluency, high attention to detail, empathetic communication skills. So, many many of these factors here just make it really easy for recruiter to jump in here. And then, of course, they could click on the Ryz Score link and get right back to this page as well.
