Apply once to 1,000,000 jobs. Simplifying recruiting and job markets to make candidates and teams happy. 

Our vision is to simplify the job search process by allowing candidates to apply once and get matched with the perfect job out of a pool of one million opportunities. Our mission is to enable frictionless recruiting that works for everyone involved. We strive to create a unified recruiting process that replaces the countless applications and recruitment processes that job seekers have to navigate. 

At Gyfted.me, we are committed to providing free, open access to assessments to help everyone succeed. By utilizing these tools, we can make better hiring decisions, increase diversity and inclusion, and ultimately build more successful and inclusive teams.

Enabling Easy Recruiting

Recruiting is a crucial process that can make or break a company's success. It can be time-consuming, inefficient, and biased, leading to mismatches and missed opportunities. However, what if there was a way to revolutionize the way we recruit and make it easier, faster, and more objective? That is precisely the vision of a company that seeks to enable frictionless recruiting, allowing candidates to apply once to a million jobs and get matched where they truly fit.

In this article, we'll delve into the challenges that the current job market poses to job-seekers, companies, and the industry at large. We'll then discuss the solutions that the company is proposing, based on its mission and vision, and how they can benefit all parties involved. Finally, we'll explore the future of work and how recruiting can adapt to the changing landscape.

Challenges of Hiring 

Recruiting has come a long way from the days of job postings on shop doors, but it still faces significant challenges in the 21st century. Here are some of the most pressing issues:

1. Recruiting is too Labor-Intensive

Despite the advent of new software, recruiting remains a manual, labor-intensive process that relies on email, paper, and social proof. This slows down hiring and increases costs, making it difficult for companies to find the right candidates quickly and efficiently.

2. Recruiting is Biased

Recruiters and hiring managers often rely on prestigious employers, education, brands, and keywords to narrow down the pool of applicants. This results in stratification and biases that exclude talented individuals who may have had a harder start in life or come from different backgrounds.

3. Interviewing is Broken

Unstructured interviews are often subjective and unreliable, leading to false positives and false negatives. Moreover, many managers and employees lack the core competency to evaluate candidates objectively.

4. Companies Lack Tons

Poor job descriptions, weak answers to the "who are you looking to hire?" question, and a lack of salary ranges in job offers can create confusion and distort expectations. This can make it difficult for candidates to know what to expect and for companies to find the right candidates.

5. Recruitment = Dating

Recruiting is often like a beauty pageant, where candidates have to go through multiple rounds of interviews, facing n-fold people. This can be stressful and time-consuming, leading to false positives, false negatives, and discrimination.

6. Recruitment Marathons are a Waste 

Screening and recruitment marathons can be draining for individuals, wasting their time, savings, and mental health. At the same time, recruiters and hiring managers are inundated with hundreds or thousands of CVs and interviews, leading to inefficiencies and frustration.

7. Structured Hiring Works 

Objective candidate evaluations require consistency and benchmarking, but companies often evaluate candidates in haphazard ways. Structured hiring can improve efficiency and eliminate biases.

8. Startup Software Needed

Startups and mid-market companies often lack the resources to run structured hiring professionally. Outsourcing can provide an affordable solution.

Solutions for Easy Recruiting

The company's mission is to enable frictionless recruiting that works for both sides. It aims to create a single, structured recruiting process that replaces multiple applications and recruitment processes. Here are the solutions that the company proposes:

1. Open Access 

The company's platform is open access, allowing everyone to take personal assessments, learn about their strengths, and get matched to jobs easily. The platform leverages psychometrics, big data, and machine learning to create a single, integrated recruiting solution that can eliminate biases and save time and resources.

2. Objective Evaluations

The company believes that hiring decisions should be made using clear metrics, not just intuition. Hard and soft skills are essential, but personality, motivation, learning ability, culture fit, and growth potential are also crucial for effective collaboration in the office, remotely, and with customers. The company's evaluation tools focus on what is possible, not just what has already happened, especially for entry-level, junior, and mid-level individual contributor roles.

3. Personalization 

Personalizing the job search for candidates and providing more information about the company, culture, values, compensation, and opportunity can lead to better hiring decisions and a more fulfilling work-life. The company aims to improve labor markets by providing more salary transparency, avoiding matching buyers/sellers with radically different prices in mind, and capturing user attention more efficiently.

4. Structured Hiring

Structured hiring can be outsourced, similar to how companies outsource cloud computing to Google Cloud or AWS, while making it more precisely suited to their needs. Structured hiring can also enable objective and benchmarked interviewing and referrals.

5. Strengths matter

The hiring process should focus on discovering strengths, not just uncovering weaknesses. This approach can reveal a candidate's abilities, potential, learning speed, motivations, mindset, and growth potential, leading to better hiring decisions and a more productive workforce.

The Future of Work

6. Challenges of Recruiting for B2B entities

Recruiting is challenging for companies because of the labor-intensive and time-consuming processes involved. Despite the use of new software, such as ATS and HCM apps, the hiring process is still manual and run via email, paper, or LinkedIn. Most hiring is done via social proof and nepotism, which can lead to biases and mistakes in hiring. The interviewing process is also broken, and many managers or employees lack the core competency to conduct structured and objective interviews. Companies often fail to provide clear information, create sound job briefs, or know exactly who they want to hire, which can lead to weak job descriptions and distorted expectations for candidates.

7. Matching Candidates to Jobs

Matching candidates to jobs is crucial for both job-seekers and companies. Candidates want to find a job where they can excel, grow, and be fulfilled, while companies want to find employees who can perform tasks effectively, collaborate with others, and contribute to the company's success. However, traditional recruiting methods, such as job boards, LinkedIn, or recruitment agencies, do not provide a seamless and integrated experience for candidates or companies. Matching works best when candidates are matched against multiple jobs across hundreds or thousands of companies, based on their strengths, skills, and preferences. By creating a single, integrated recruiting solution, the company aims to eliminate labor market frictions and injustices and provide job-seekers and companies with a more efficient and personalized recruiting experience.

8. Psychometrics in Recruiting

Psychometrics is the science of measuring psychological attributes, such as personality, motivation, and cognitive abilities. The company leverages the power of psychometrics, big data, and machine learning to provide objective and benchmarked evaluations of candidates, ensuring consistency and fairness in the hiring process. Psychometrics can also help identify a candidate's strengths, potential, and growth mindset, which are crucial for effective collaboration and performance in the workplace. By using psychometric assessments, the company can provide job-seekers with valuable insights into their strengths and help companies find the best candidates for their teams.

9. Frictionless Recruiting

Frictionless recruiting can benefit job-seekers, individuals, teams, and hiring managers by creating a single, structured recruiting process that replaces tens or hundreds of separate applications and recruitment processes. This approach saves time, resources, and eliminates biases, resulting in better hiring decisions and a more productive workforce. Frictionless recruiting can also empower individuals to take personal assessments, learn about their strengths, and get matched to jobs easily. The company's open access platform enables anyone to use psychometric assessments and learn more about their skills and strengths, regardless of their background or education.

10. Need for Affordable Recruiting Tools 

Startups and freelancers often lack the resources to run structured hiring professionally. They require affordable recruiting tools that can provide them with the same benefits as large enterprises. The company aims to fill this gap by providing a single, integrated recruiting solution that is accessible and affordable for startups and mid-market companies. This approach can help smaller companies compete with larger enterprises in the war for talent, attract the best candidates, and build a productive and collaborative workforce.

12. Feedback 

Providing constructive feedback to candidates is an essential part of the recruiting process. Feedback can help candidates improve their decision-making and learn how to improve their skills and abilities. It can also provide candidates with a better understanding of their strengths and weaknesses and help them make informed decisions about their career paths. Providing feedback can also help companies build a positive reputation among candidates and attract top talent.

13. Structured Hiring

Structured hiring can provide companies with a more objective and benchmarked evaluation of candidates, ensuring consistency and fairness in the hiring process. Structured hiring can also help identify a candidate's strengths, potential, and growth mindset, which are crucial for effective collaboration and performance in the workplace. By using structured hiring, companies can make more informed hiring decisions, reduce biases, and build a more productive and diverse workforce.

14. Remote Recruiting is Hard in some ways

Remote recruiting can present several challenges for companies, such as the lack of face-to-face interaction and the difficulty of evaluating candidates' soft skills and cultural fit. Remote recruiting can also create additional barriers for candidates, such as technical issues or communication challenges. To overcome these challenges, companies can leverage technology, such as video interviews and online assessments, to provide a more seamless and integrated recruiting experience for both job-seekers and companies.

15. Market Design 

Market design can play a crucial role in improving labor markets and reducing frictions for both job-seekers and companies. By designing markets that are more transparent, efficient, and personalized, companies can attract the best candidates and build a more productive workforce. Market design can also help reduce biases and increase diversity in the workplace, leading to better hiring decisions and a more inclusive culture.

16. Future of Recruiting

The future of recruiting is likely to be shaped by emerging technologies, such as AI and machine learning, and the growing demand for remote work and flexible arrangements. Companies will need to adapt to these changes by providing a more personalized and integrated recruiting experience, leveraging the power of psychometrics and big data, and creating a more diverse and inclusive workforce. The future of recruiting will also require companies to prioritize the needs and preferences of job-seekers, provide constructive feedback, and build positive relationships with candidates.