SquarePeg

SquarePeg is thrilled to be partnering with Rokt to power applicant enrichment, evaluation, and screening. Rokt is seeing tremendous growth in hiring and applicant volume, and their TA team is taking a strategic view on how to process thousands of applicants while maintaining a great candidate experience. SquarePeg enriches and scores al their applicants with data on how the candidate matches to the job, allowing them to process the influx of applicants in a fairer way (vs keyword search or rapid review). We're also excited to have their TA team as design partners, working with SquarePeg to build the next generation of AI capabilities for the TA tech stack.

Hugely excited to be partnering with Warden AI to audit SquarePeg’s AI assisted applicant screening tool. Transparency, explainability, and accountability are crucial pillars to our “glassbox AI” approach and we love what they are doing.

Recently, I posted about the importance of co-creating with users. Just today, I received feedback that validates our commitment to that approach. Thank you, Kat Walenty, MSHRM, for your continued partnership!

The fastest way to build impactful software is to "build out loud" and co-create with users. This is a winning approach for several reasons 👇 ➡️ Transparency reduces risk. Validation with users ensures we're working on the most critical problems and allows us to catch issues early on. ➡️ Co-creating increases adoption. Users are far more likely to embrace a product they've helped shape or a feature they helped test. ➡️ Building out loud promotes innovation. "Two heads are better than one." Users often spark unexpected ideas within our team. ➡️ Visibility strengthens relationships. We regularly hear from users that open communication builds their trust and loyalty. At SquarePeg, every customer has a direct line of communication with our team and is encouraged to share feedback regularly. If you're an HR leader, recruiter, or manager responsible for hiring and would like to build with us - DM me for platform access.

The true value of B2B software is its ability to democratize information and unlock potential within an organization. SquarePeg's ability to understand what qualifications make a great candidate creates consensus between leadership, recruiters, and hiring managers. This alignment encourages better recruiting decisions, which leads to a stronger talent pipeline and, ultimately, better hires. Nothing is more motivating and inspiring than hearing our product goals validated by real users. Thanks, Ashley Cruz, PHRca!

So many AI tools, so little time. There is no part of the tech stack today that doesn't have 50-100 tools promising to save time, cut costs, improve results, etc. But implementing them all is impossible, so we need incredible focus on what to outsource and what to own. Here is our rubric for what we automate with AI tools: Start with the problem - what are the top 3 tasks your team spends most of their day on? For each one, ask: 1. is it repetitive and manual? 2. Is it prone to human error? 3. can it be improved with more/better data? 4. is it expensive to do it with your current workflow? 5. can it benefit from standardization? 6. would automating it free up more time for more valuable work? 7. can ethical risks be managed? 8. can you automate it within your current tech stack or workflow? If your answer is yes to all of the above - then you should be out there demoing the relevant vendors in that space. -

Job application fraud… let’s talk about it 👇🏻 I often hear this from recruiters, and the data backs it up. ➡️ 64.2% have lied about their skills or experience. (StandOut CV) ➡️ 72% admitted to lying on their resume. (ResumeBuilder) ➡️ 70% have lied on their resume or would consider it. (ResumeLab) We now have AI-powered tools that can auto-apply to hundreds of jobs and create unique resumes for each. This adds fuel to the fire. If you're responsible for hiring, I'm sure you've experienced this. At SquarePeg, we’re leveraging enrichment capabilities to cross-reference social profiles and reverse engineer work experience to help detect fraud. Our goal is to help employers and job seekers alike. Quickly filtering out fraudulent applicants provides more opportunities for recruiters to connect with legitimate, qualified applicants.

This week's feature spotlight: candidate resume enrichment. How it works 👇🏻 1️⃣ Set job requirements to generate candidate scores. 2️⃣ Open a candidate profile to view their enriched resume. Typically, it's impossible to make a screening decision solely based on a candidate's resume. Researching specific company information and cross-referencing LinkedIn is time-consuming and, when there are thousands of applicants, impossible. With SquarePeg, this data is available on all candidate profiles. This saves hours in screening time and can be leveraged as part of scoring for more granular and accurate evaluations. Want to try this out? DM me for access - I'd love your feedback.

Yesterday, a job seeker asked me how to create a resume that "plays nicely" with AI-powered screening tools. This is what I said 👇 1️⃣ This has always been the case, but use commonly recognized job titles. For example, "Software Engineer" instead of "Code Ninja". 2️⃣ Ask tools like Gemini or chatGPT to infer skills and qualifications from your resume and compare the output with job descriptions to ensure alignment. 3️⃣ Match company names to how they appear publicly. Screening tools cross-reference this data. If the company was acquired, list the acquiring company. 4️⃣ Don't create radically different resumes for each job. Screening tools look for discrepancies between your resume and public data. 5️⃣ Keep your resume and relevant social platforms updated. Some screening tools enrich applications with data scraped from LinkedIn, Github, etc. With all that said, as a job seeker, you shouldn't need to worry about making an "AI-friendly" resume. At SquarePeg, we're taking a meticulous, intelligent, and ethical approach to AI, so you don't have to.

Heard this on a user feedback call today. I'm so proud of our team and what we've built (we're just getting started.) Read the full quote below 👇 "It's interesting. I can pull up my ATS and SquarePeg side-by-side. In the ATS, I'm trying to remember boolean logic. Trying to remember what I had typed in, scrolling forward and backward. Then I go into SquarePeg and score all 300+ candidates in two minutes." "It was actually on behalf of our CEO of Europe. We're hiring for a Chief of Staff role. He slacked me, saying, 'I've got 330 applicants. I need your help.' I told him, 'Give me five minutes.' I set job requirements in SquarePeg and quickly sent him five great candidates. He wants to meet all of them." "I might have gotten there in the ATS, but it would have taken me significantly longer and been a much more clunkier process. SquarePeg saved several hours of my and the hiring manager's time." ➡️ Need applicant screening help? Please reach out. ➡️ It takes less than 5 minutes to connect your ATS to SquarePeg.