PH Deck

Users currently manage hiring processes manually, which involves time-consuming tasks like creating job descriptions, screening resumes, conducting interviews, and onboarding. Drawbacks include time-consuming manual processes, potential human bias, and lack of data-driven insights.

Users face slow, biased hiring processes using traditional resumes leading to biased hiring decisions, slow hiring cycles, and ghosting

Users face slow hiring processes and lack of instant feedback with traditional recruitment methods, leading to inefficiency for recruiters and limited preparation for job seekers.

Recruitment process involves manual tasks, leading to inefficiencies, delays, and potentially missing out on top talent.

Startups rely on traditional hiring methods like resumes and interviews to evaluate student talent, which fail to assess real-world problem-solving skills and lead to mismatched hires.

Users in hospitality, retail, and restaurant industries face time-consuming manual reference checks and candidate screening processes, leading to slow hiring cycles and high turnover rates due to lack of transparency and trust in traditional methods.

Users currently spend significant time manually creating job descriptions, shortlisting candidates, scheduling interviews, and tracking feedback. Manually creating job descriptions, shortlisting candidates, scheduling interviews, and tracking feedback lead to inefficiencies, delays, and potential biases in hiring processes.

Founders and operators struggle with streamlining their hiring process, facing difficulties with efficiently hiring the right talent and managing the workflow.

Users rely on manual CV screening and live interviews, which are time-consuming, prone to bias, and difficult to scale for large hiring needs.

Recruiters manually screen resumes, which is time-consuming and prone to human bias and inefficiency