Sprockets
HRTech, Assessment
B2B, B2C
Funding:
Series A
Sprockets provides an AI-driven hiring platform that predicts applicant success and fit for a role by analyzing behavior and language patterns, aiming to improve employee retention and reduce hiring biases.
VP, Product
In my recent role, I led the development of the company's expansive product roadmap and strategy, placing a specific emphasis on AI projects/initiatives to elevate our overall market competitiveness. Further, I introduced a robust reporting system to actively monitor key performance indicators (KPIs) for both our product and engineering teams, fostering a culture of accountability and credibility.
I worked closely with Deanne at Sprockets and I would highly recommend her! Deanne was the point person for the company's product team and was great at calibrating with the customer service team. She always took my teams feedback and was looking to improve the customer experience through enhancements and new product releases. She is very organized and is great at keeping everyone on track to meet a deadline. She would be an asset to any company!
Jessica Tinge, VP Customer Success
The Project
The web app offers hourly workers a streamlined process to apply for jobs quickly, while providing hiring managers with instant scores indicating an applicant's likelihood of retention and performance. Utilizing AI technology, the system analyzes interview question responses, comparing them against top performers to generate scores.
Target Audience
Sprockets targeted the hourly-worker market, specializing in convenience stores, fast food, and home health care industries. Our main clients included recruiters, hiring managers, owners, and applicants within these sectors.
Competitors
The presence of significant competitors in the space compelled the team to continuously innovate and devise new strategies to compete in a market largely dominated by Applicant Tracking Systems (ATS) and Human Resources Information Systems (HRIS). Our primary focus was on excelling in one specific area and rendering traditional ATS systems obsolete.
User Insights
Feedback from users indicated that hiring managers often lack the time or inclination to use another app, as their days are already demanding. Hiring poses a challenge due to issues such as applicants ghosting during the hiring process and a high turnover rate, with many leaving within 90 days of employment.
The Problem
Two major challenges included engaging hiring managers and increasing applicant conversions. While the initial MVP was validated using scoring metrics, the system required enhancements to reach the next level of optimization for usability and scalability, facilitating company growth. Additionally, optimizing manual white glove onboarding, addressing objections, and refining information architecture were among other key issues that needed to be addressed.
The Solution
As a result, the system was designed to enable hiring managers to make decisions through text or email communication, including responding to applicant questions and facilitating one-click or automated interviews and hiring, based on predefined score thresholds. While conversions had been steadily increasing with iterative changes, the introduction of pre-interview applications led to a significant and dramatic increase in conversions.
