SayHired: Applicants Pitch Your Products by Hiring Sciences
SayHired, another Bay Area-based recruiting start-up that received a round of funding in July 2012, has a rather unique pitch. Candidates apply to positions by recording responses to pitch prompts or employers can set their own screening questions. The responses are analyzed by SayHired’s engine for the qualities that the employer values most for the position. Responses are then ranked on a scale of 1 to 100 for each individual characteristic. Once processed, the scores are released to both the candidate (nice touch) and the employer.
According to the SEC filing issued in July 2012, SayHired has been in business for 5 years. The editorial staff here at Hiring Sciences found some older collateral from SayHired that indicates a small pivot from their original messaging referring to automated reference checks and phone screens but the general idea seems to remain the same.
As for pricing, SayHired provides the first 25 screens for free. Each additional screen is $.60. Apparently, you can upload candidates to screen via Excel. There is no mention of applicant tracking system integration on their site. A more in depth product review could be interesting and we’ll contact SayHired if we go down that road at some point.
The Hiring Sciences Hunch:
As always, we commend the entrepreneurs and innovators like SayHired that are willing to try something new in the recruiting technology industry. Depending on the accuracy of the scoring algorithms and true ease of use, there may be a good opportunity for adoption in high-transaction hiring environments like call centers, hospitality, insurance sales, etc. These type of employers seem to be the target for SayHired and we like tools that serve traditional industries that are often overlooked by new solutions that purely market to technology companies.
On the other hand, SayHired may in reality have a long road to hoe. Their target employers aren’t necessarily the early adopters and often are not often sophisticated IT buyers. Perhaps SayHired will postion itself as an acquisition target for one of the major pre-employment screening companies or they could be a good fit as an additional revenue source and add-on for a staffing software play like Bullhorn or JobScience. A large RPO or cash flush global staffing outfit could also be interested in putting SayHired in their bag of tricks at some point as an efficiency tool and service differentiator.
If you are interested in learning more about SayHired, visit their website at: http://www.sayhired.com/welcome
