Hiring great people is extremely difficult.

We experienced this firsthand. Two years ago, we had to expand our team from 14 engineers to over 40 on an extremely tight timeline. It was all hands on deck to source, screen, interview, and hire 26 new team members. It was not easy. As we started interviewing, the team noticed something crazy: over 70% of first round interviews resulted in a “No-Hire”. Many hours of time were wasted planning, scheduling, and conducting first interviews for candidates that weren’t the right fit.

At first, we thought we were doing something doing wrong. Maybe we were sourcing candidates from the wrong place. Maybe we were being too tough during early rounds of interviewing. Maybe we were asking the wrong questions. To determine how to fix this issue, we asked around and were surprised to hear that almost every other hiring manager experienced this same problem. We knew there had to be a better way.

Brilliant hire was started to ease the pain of screening candidates by efficiently and effectively screening candidates without requiring resume or phone screens. We used experts across the world could screen candidates in an asynchronous fashion. This new process solved the struggles we’d had hiring engineers: Removing the phone-screen saved recruiters and hiring managers time. Candidate quality also improved as subject matter experts provided a holistic picture of candidates’ skills to inform screening decisions.

We soon realized Brilliant Hire also solved for one of recruiting’s biggest issues: hiring bias. When we started this journey, we had no idea the incredible amount of bias that sneaks into the recruiting process, but the numbers speak for themselves. One often cited study from the Georgia Institute of Technology showed that ‘white sounding names’ receive 50% more callbacks than Hispanic or African American sounding names (source). Bias also extends beyond candidates’ race. Men are twice as likely to be hired for math and science-heavy roles compared to women, according to a study conducted by the National Academy of Science. This leads to skewed team compositions: according to McKinsey, 97 percent of companies located in the United States have senior leadership teams that do not reflect the demographic composition of the country’s labor force and population.

By masking personal details and focusing instead on candidate skills, Brilliant Hire has removed this bias. Evaluators at Brilliant Hire have no information about the candidate other than their answers on the skill-based assessment, so everyone is on an equal playing field.

We are very excited to bring this feature to hiring outside of our team. Here at SAP, other teams have been using the new version for some time and the results speak for themselves:

We have a lot in store for Brilliant Hire and we’re excited to share some amazing new features as we expand our offering.

Brilliant Hire’s mission is to make organizations representative of the populations they serve, regardless of whether they use our software or not. Today, we are celebrating the next evolution in our vision by launching a blog to share our learnings with the world. We want you to steal our ideas. We want to you to experiment. And we want you to share your learnings with the world.

A few posts we are working on include “How to write a great (and unbiased) interview question” and “A look into the future: Interviews in 2025”. We’re always interested in what you want to hear about. Comment below if there are any topics, questions, or ideas you want to share! We’re always listening.

If we want to build a truly inclusive community, we have to build it together.