In this Sourcing School Episode, our teaching power couple Brian and Ryan sit down with Des Prentice of Qualifi. Des explains that their mission is to help hiring teams have quality conversations with candidates faster than they can manually. They want to help your team streamline phone screening so you can focus on other important parts of the recruiting process.
Des mentions that Qualifi allows teams to source, recruit, and vet candidates 24/7, enabling them to pick high-quality candidates faster than before. They focus on high volume and quick velocity industries such as hospitality, retail, and medical spaces. Des explains that applicants in these industries apply for multiple roles, making it crucial for companies to capture them quickly.
Qualifi aims to take candidates from application to streamline phone screening in less than 20 hours, putting companies ahead of their competition. Des emphasizes the importance of speed in the hiring process, as candidates often accept job offers quickly. Ryan Leary, another participant in the conversation, expresses his interest in the 20-hour timeframe and asks Des to explain the candidate experience from application to the screening process.
Overall, the conversation highlights Qualifi’s focus on streamlining the hiring process and helping companies connect with qualified candidates efficiently. Their phone screening solution aims to save time, increase diversity, and improve the overall candidate experience.
Brian Fink also discusses his new book, titled Talk Tech To Me: The Non-Technical Guide to Technology. Brian Fink takes on the stress and strain of difficult technology concepts and simplifies them for the modern recruiter. Fink’s impassioned wit and humor tackle the high’s and low’s of technical recruiting with a unique perspective. It’s a perspective that is intended to help you find, engage, and partner with tech professionals.
Helping teams phone screening, evaluate and hire candidates faster than ever before.Follow
Screen to Scheduled – no fancy tricks – just speed quality with Qualifi
Brian Fink: [00:00:00] Hey everybody. It is a very exciting Friday here at RecruitingDaily, here at the Sourcing School Podcast. I’m Brian Fink. I’m one of your hosts. I’m joined by my better looking half Ryan Leary. Ryan, what’s up? How are things going? This Fun Friday
Ryan Leary: data. I am all good. I don’t know if I’m the better looking.
You have a much better head of hair. But Hey man I’ll take it. I’ve, I know I’ve got some [00:01:00] fun news. That’s way off topic. I know you’ve got crazy news. Let’s start with, let’s start with your news. So you were writing this blog that turned into multiple chapters, which is now Yeah. In, into a bindered pamphlet of paper.
Brian Fink: Yeah, we will call it a book. You’re right. I started as a blog. It. Dominoed into how to educate and how to inculcate recruiters or tech recruiters specifically into the field.
And then a book and I thought it was gonna be published on July 11th. Surprise, I woke up yesterday. And Dirk Spencer, shout out to Dirk Spencer if he’s listening, was like, Hey, dude, I just bought your book. And I’m like no you didn’t. Cause it’s not available for another three weeks. And he is no, I get it on Saturday.
And I was like, oh. Wow. That’s my big news. That’s my story. That’s what I’m sticking to. Yeah. The book is Talk Tech to me, A non-technical Guide to technical Recruiting. [00:02:00] And yeah, like you and I will get into it. We’ll talk about it a little bit later. Yeah. That’s
Ryan Leary: yeah. That’s awesome, dude.
It’s, you know what I’ve seen you along this path and it’s, Oh, I know I joke around a lot, but all jokes aside, man, congratulations. I know you’ve been working towards it and really putting some of your brain to it. So congrats on that, which is much better than my news. That after eight years of Winless Swim team meets for our summer league last night, we snapped the streak of losing for a, actually it was a decade, I’m not gonna lie.
It was a decade. We thought it was eight years, but it turns out it was 10 years. We won our first meet last night in 10 years for the summer league. So if we had applause, I’d hit applause. We wanted. I’m clapping. I’m excited. 2 49 to two 14 and we took every moment that we could to celebrate it. So the kids were super happy.
But outside of that man, nobody’s here to hear about. [00:03:00] But they’re here to hear about your book. That’s cool. But the swim team, probably not super exciting, but I know what is exciting.
Brian Fink: Our guest, Des is on with us. Log des, what’s going on? How are you, sir?
Des Prentice: Hey, gentlemen, nice to nice to be here.
Thanks for having me. Really excited to to talk about all things recruiting and speed with you all. Yeah, good to see you again, Ryan. We got to chop it up at Unleash in Vegas. Congrats on the, yeah, on the swim Victory. Don’t let them, don’t let them get down on you. It’s definitely worth celebrating and obviously,
Ryan Leary: It is because we dropped the girls off at home and then we, the parent board, we went to the bar with the coaching staff until one 30 in the morning while the kids slept at home.
So I celebrate it. I’ll say, this is awesome. You should, we gotta count. I probably more excited than the girls, but That’s cool.
Des Prentice: Yeah. Winning is never easy, so we gotta count every time we do it and amen. Thanks for having me. It’s great to meet you. And congrats on all the success with the book. I can’t wait to check it out.
Brian Fink: Thanks Des. I appreciate that. And Des [00:04:00] we were I always think that the audience is left out because they don’t hear what we were talking about before the conversation that Ryan and I have to intro the call right to intro the podcast. DES works for Qualifi, or I should say, is one of the leaders that Qualifi really telling their story and helping candidates communicate their story.
In a bias free way. Which is one of the things that got me really excited about what they’re doing from their hiring platform. Des, real quick, why don’t you give us a quick snapshot of a two minute overview about who you guys are, what you do, and what you’re doing to change the hiring
Des Prentice: paradigm.
Yeah. I appreciate it and thanks for the intro. So Qualifi, we are a phone screening solution. That what we will, our mission, our goal is to make sure that hiring teams have quality conversations faster than they can manually. So you mentioned, diversity and inclusion, that’s one of our main standpoints where a, minority led team are all, most three fourths of our founding team are minorities.
And so that was really [00:05:00] important to us at all, as, as well Qualifi. What happens is you get to create your perfect interview for candidates, and then now the candidate can hit that perfect interview at any given time. So now your team is sourcing and recruiting and vetting out candidates 24 7 and your actual recruiting team can now pick the cream of the crop faster than they could manually and get those high quality candidates into your organization faster than they could before.
Brian Fink: So you’re talking about w who ww w just got promoted to being the E V P of operations for a very large, prominent steakhouse.
I’m gonna work that into this conversation. Ooh, steakhouse. Steakhouse, those 38 ounce insights. But when I think about the competitiveness in the landscape, For that talent. I’m curious, do you guys perform at that end of the spectrum or do you perform with Java developers or what? What’s going on here?
Gimme the four
Des Prentice: 11. Yeah, great question and congratulations, Kim. Anytime you have e v p next to your name, it’s always worth shouting out. But so with us we lean more towards the high [00:06:00] volume in the quick velocity space. Now it could be used for Java developers, but we tend to have more success in what you’re thinking of, the hospitality, the retail, the, a little bit of the hospital medical space as well.
Because what we found is that, A lot of people who are applying for those jobs are applying to 12 to 15 roles at the same time, and they, and 80% of them, except you know that their first job offer. So you can’t literally, you cannot afford to be second because by the time you get there, they’ve already down the road and they’ve gotten new job.
So Qualifi. We wanna make sure that you can capture those candidates at their highest intent level as they’re applying for roles, as they’re submitting their application. So Qualifi, what we’ve been able to do is take a candidate from. Application to phone screen and vetted in less than 20 hours. So that way we’re putting your team in front of those qualified candidates before your competition ever even wakes up in the morning.
All right, so
Ryan Leary: de I like what you’re saying here, 20 hours. I like that you didn’t say 24 hours. 20 hours. I like that number. Walk us [00:07:00] through that. What does that look like from apply to, so I’m a candidate. I’m on Indeed. I see a job wherever, where I’m at, corporate site, whatever I’m looking at.
I find the job, I apply, what’s the, what’s my experience, what am I
Des Prentice: going through? Yeah, absolutely. Great question. Ryan, you apply to, Fink FX Industries and I would
Ryan Leary: never apply to Fink Industries.
Des Prentice: So you apply and you say, this is the role I want. When you hit submit say, think Industries uses Workday as their ATS system.
We can, we integrate with Workday. And so what will happen is as soon as you hit submit, or it can be configured different ways, but typically how our customers do it is as soon as you hit submit. You’ll get a, on your application, on their website, you will get a text message and an email saying, Hey Ryan, thank you so much for applying.
I’m des your recruiter here at Fink Industries. We can’t wait to hear more from you and to make it even faster, we’ve pre-recorded some prompts to get you into our system faster. That can be customized. I’m just freestyling right now with the link at the bottom. You’ll [00:08:00] hit that link. You don’t need to.
We wanna make it as frictionless as possible, so you don’t need to sign up for anything, download any apps, no usernames, no passwords, none of that. You hit that link. You’re then taken to a page branded for things industry. So it’ll have their logos, their colors, you’ll understand some instructions. And you’ll just acknowledge, yes, I’m ready to take my interview.
When you do that you can have survey questions so you know, can you be on your feet for up to eight hours? Can you lift 55 pounds repeatedly, et cetera. And then the video the audio, sorry, there’s no video. It’s all audio. You’ll have your phone number there. You hit start interview right then and there.
Your phone will ring. Your phone rings, you pick it up. Welcome to the call by whoever your recruiter is so your candidates aren’t speaking to a Siri or an Alexa or anything like that. It’s a very personalized touch cause that’s the other thing we wanted. We wanted to be able to expand your reach, but keep it personal as well, because we don’t want candidates to feel alienated, alienated.
They hear your question, they answer it, they press pound, they answer it, they press pound at [00:09:00] the end of it. We thank them for their time. We record that, we transcribe it, and we push it back into Workday for think industries to review and get you into their system faster than they could before.
Brian Fink: mentioned text messaging. I wanna double clip on that for a second. What’s the, how does that fit into this? Because I’m thinking, oh, I go upload all this garbage into the ATS, then I get a text message.
Des Prentice: Yeah. Correct. So as you’re a hundred percent so when you applied for the role in their job board, you have given, you put in your contact information.
We were with qualified, we take that information from the ATS, put it into the system, and now send it to you. So that way, and we say text message cuz especially as the workforce gets younger, text messaging is how they. Tend to communicate instead of just emailing. And so what we found actually is over 90% of all of our activations come through a text mess.
Through a text message and not the email. For example, my youngest brother, he’s in the Gen Z class, he has something like 2,500 unread [00:10:00] emails in his inbox, right? But his text messaging, he’s going through and checking all the time. Cause that’s where his friends hang out. None of his friends are hanging out in email.
So we wanted to be able to capture a wider audience and do both that way.
Brian Fink: You talked about Gen Z, is that the target market for this or is it everybody and anybody?
Des Prentice: It’s anybody and everybody. And I know people think, Hey are is my, I have an older candidate basis, is this gonna work for them?
It actually will. So when we did some more research, we found that in America, there’s 350 million people. 80 something, like 89% of them own a cell phone. And outta those 89%, 80% of those are smartphones. So that covers all of the age ranges, and it’s it’s something that people are accustomed to doing.
We’re not trying to reinvent the wheel, we just took. Basic activities they’re accustomed to doing and just making it streamlined for their hiring process or for their application process in this instance.
Brian Fink: All right, so let me dial, let me double click into this. Does somebody, do you ever find yourself [00:11:00] like working with a client and saying, your hiring plan sucks and this is not gonna be a fit? And having to redo the hiring plan because like turnaround in 20 hours. I don’t know if there are a lot of people that are prepared for that.
Des Prentice: we found is we try to, you mean like they’re not ready for the velocity of incoming phone screens?
Brian Fink: Yeah. Yeah. Can they handle it? Can
Des Prentice: they handle it? Yeah, actually they can. So one of our customers, we did a case study with them on our, and it’s on our website. They’re act, they were actually able to phone screen or vet through five times more candidates with qualified than without it.
So what happens is right now when a recruiter or a hiring manager, whoever’s doing the phone screen, it’s gonna take them, give or take 30 minutes to get it done. Because they have to schedule, they have to do it, they have to write notes, and it takes that whole 30 minute block. But with Qualifi, since this is all happening so quickly, it only takes around five minutes.
So they save around. 25 minutes per interview, they complete through Qualifi, and it’s just, it’s, since it’s also transcribed, they’re going through these vetted candidates a lot faster than if they would, it [00:12:00] was manually. So they can, not only can they handle the volume, they welcome it because now they’re getting the cream of the crop to them a lot sooner and they’re not wasting time with the people that they can’t hire.
So they actually welcome the volume more with Qualifi than without.
Brian Fink: Okay. And then the other question that I would say is volume is great. What do, what kind of counseling or what kind of information do you give people to design the interview questions that they’re gonna ask in those, in, in that automated process?
Des Prentice: Yeah, another great question. So with Qualifi, what’s wonderful is we don’t just give people the solution and say, Hey, we’ll see you at renewal. Good luck, right? You’ll have me, you’ll have a dedicated customer success team where not only will we onboard you train your team, but we’ll bring best tips and tricks from similar customers.
Hey, we saw that they’ve had great success with hair. You might wanna try that. We also give suggestions on how many questions to have, how long are your questions? We’ll even help with the wording. So say some, we’ve had a couple customers where, They would send us their questions so we can help them [00:13:00] get up and running.
And we would look at them and say, Hey, this is a, I don’t wanna say terrible question, but it’s not a question that’s gonna, what are you looking to accomplish with this? And they would tell us and go, Hey, you should probably word it this way. You should probably ask it this way. This language seems to be a little gendered or a little bias in certain ways.
Like you’re asking for athletes, but you said football only means you’re talking to men, not all athletes. So we want to try to help them and coach them into making their. Interviews more inclusive, and that way they don’t never have to worry about one candidate getting a different interview versus another.
Everyone gets the same interview every single time, and the best interview,
Ryan Leary: it’s a more equitable interview.
Des Prentice: Correct. Because you have to think, if I’m a recruiter and I’ve been doing these phone screens all day, the person who gets me bright eyed and bushy tailed, or whenever my peak window is 10:00 AM after my coffee, I’m gonna deliver my best interviews.
Sure. But the candidate who is scheduled for that 5:00 PM on a Friday, is that candidate gonna get the best interview? Can I, as a recruiter deliver that to the candidate? And I can’t. [00:14:00] Exactly,
Brian Fink: and I’m always brought I and bushy tailed. I’m always brought and bushy tailed.
Ryan Leary: I’m not gonna, you know what?
I can’t argue that man. 7:00 AM He’s what’s
Des Prentice: up? I can tell as soon as we ho as soon as we hopped on the call, he had the energy.
Ryan Leary: It Des I got, I got a question for you. So the transcription, I there’s so many tools out there that talk about AI and all this other stuff which I’ve seen a lot of tools, reason a lot of ’em are doing some really sick things.
And I, I think this category is just gonna go bonkers over the next couple of years. But once this, once the interview is transcribed, What does the recruiter get? What do they do? Are you guys giving them any insights at that point?
Des Prentice: What are, what do they do? Great question one, we right now, we’re currently light on AI because we are.
Our goal we don’t wanna make decisions for hiring teams. Our goal is to get them to the decisions they wanted to make just faster than they could without us. So in terms of the transcriptions, what we have now is you could put certain keywords in every different interview that are relevant to the role.
So those [00:15:00] could be cultural things, they could be technical things. And as, as we’re transcribing that interview, we’re gonna scrape the interview to let you know, hey, this candidate is speaking the language you expect them to speak when it comes to a role like this. And then also what we’re doing is you can.
Based on the survey questions I talked about, you can pick your preferred answers so we know, hey, this candidate is a top-notch candidate for you. And then we’re looking at adding a couple other things in terms of predictive keywords and things like that to the solution. But we wanna, we’re gonna be slower to that because we don’t wanna rule so much because with ai it’s bad and bad out and good out.
So we wanna make sure we have all of the functionality built in to make sure that it stays as equitable as possible going forward.
Brian Fink: De I got a completely different question. This is a question about Des for Des, okay. What attracted you to, to Tali tech, to getting in this field? Because we’ve talked a lot about the product, but Des, I wanna know a little bit more about your story.
Des Prentice: Yeah, absolutely. Absolutely. [00:16:00] So without going too crazy long our, so there’s four co-founders, Devin, Darien, Deshaun, and Keenan. Deshaun is my brother, blood brother, actual brother. And when we were growing up, we would always say, Hey, one day we’re gonna build a company together and whoever has the better idea first we’re just gonna pivot and go that way.
His, one of his best friends and now our co-founder Devin was in the home healthcare space where he, it was almost like you, as you fill roles, people quit and it is this constant cycle of filling roles. And then his brother Darien, our c e o was working for a tech startup where they were ramping up and he was basically trying to do interviews on his way into work and from work.
He’s man, if there was a way where we could record this and have them do it on their own time, I could review it on my own time. That would be valuable. So Devin and Darien came up with the idea themselves. And then my brother is our VP of engineering, so he was coding it together. And then we have Keenan, who’s our VP of product.
So as they’re building this great solution, They would, we would have one-off [00:17:00] conversations and All right, we gotta start selling this. And I’ve always been in sales my whole life. They were like, how do we sell things? How do we move this? How does this happen? And so I would just give ’em tips and tricks and they literally were joking Hey, once we get this kind of off the ground, we’re going to bring you to do the sales for us.
Ryan Leary: wait. Yo des. Hold on. I gotta interrupt. Yeah. Darien. Mikel. Yeah. Michael. Michael. Yep.
Des Prentice: Michael. Yeah. Quentin. Quentin. Quentin. Michael’s his brother. No shit. Like Quentin Michael the Eagle. Correct? Yes. Yes, sir.
Ryan Leary: All right. Off topic, we gotta start talking something better than Qualifi. No.
We gotta bring it
Des Prentice: back to the Eagles. Here. We,
Brian Fink: okay, so we’re bringing it back to the Eagles. The Eagles right now are importing the entire roster of UGA double championship players. I’m very excited about entire team. Yeah, I know. I’m waiting for Kirby to be like, boys, I’m le I’m leaving and I’m gonna go coach the
Ryan Leary: Eagles.
I’m [00:18:00] sitting here in Philly alone. I don’t have me any quitting Michael sitting here. Get me anything. He’s gotta have some tickets or something laying around.
Des Prentice: I let me let me reach out to Derek and Debbi.
Brian Fink: Oh dude, this is completely gone. This is completely gone to shit. I can’t wait to see the, I can’t wait to see the notes
Ryan Leary: when you said it.
And I, why? I said Mikel as I’m talking, like as you said it, I’m like, no, there’s no way. That’s not, that can’t happen.
Des Prentice: No, it happened.
Ryan Leary: Good catch. Yeah. So is he part of the company, investor in the company? No. I’m sorry. This is interesting to me now I’m
Des Prentice: interested. No. Quentin is not part of the org yet or right now, but that could change in the future.
That’s up to, if that’s up to Darien and Devin on that one.
Ryan Leary: All right. Yeah. Alright, I’ll let you ask a real question now. Go ahead. No. I’m like, I’m here for color commentary,
Brian Fink: man. I love your color commentary. As we talk about that commentary though I did not go into the family business.
I, I love my two sisters, but I was [00:19:00] like, I’m not working with you people. Like, how do you work? I’m not trying to set you up for failure, but like, how do you work with your brother? I know you’re doing sales, he’s doing engineering, but
Des Prentice: how does that come to fruition?
Yeah, it’s a little different. So when our parents first came to America, I just think we have a different dynamic or angle on like how we work together. Because we came to America in the nineties and we have leaned on each other our whole lives and we’ve, things have been always been smoother, but boys growing up, playing football, all these different things.
We’ve had our few tips. But I think that because we’ve leaned on each other our whole lives and we’re always open to being very honest with each other. Outside of, work, transitioning into work meant nothing. We’re always talking about business ideas. We’re always talking about how to move the needle forward, always talking about moving forward in every different way.
That just flowed right into making a symbiotic relationship going forward in, into Qualifi. And I could say the same thing about Darien and Devin as well, talking about
Brian Fink: moving the needle forward. You’re getting people [00:20:00] hired much faster. What else are you guys doing that is changing the
Des Prentice: landscape?
Yeah, so for things that I can speak on because we have some things in the hopper that we can’t quite talk about yet, but Sure, no worries. Yeah. But what, what we’re really trying to move the needle forward on is not just. The velocity and the speed of the hire, but try to improve the quality of the hire, the better fit, because 1% of attrition is like a million dollars on the bottom line for a company.
So we don’t wanna just get people into organizations, we wanna get the right people into these organizations. So as we develop the solution, as we add more features, as we add more things to it, we wanna help. Craft more perfect interviews, help craft more perfect onboarding, and then help hopefully take that into the next level.
We’re also not just on the front end interview side, we’re working on solutions where we could help with the scheduling side of it as well in one platform, as well as instead of having to go through multiple loopholes of. Different zoom or teams or [00:21:00] et cetera, and it’s harder on the cut on the candidate.
We wanna make that as streamlined as possible. So we wanna con close the entire loop of the candidate hiring process to make it as seamless and as fast and as easy. Not just for the candidates, but also for the hiring teams too.
Brian Fink: Cool. Very cool. This has been an incredible conversation.
We didn’t touch on candidate experience, and it’s been a thread that’s run through the entire conversation. Anything that you’ve got to say out there to recruiters about creating a great candidate experience, because it’s evident to me that’s important in a cornerstone as to what you guys do.
Des Prentice: Yeah, great. Great question. A couple things. One, at the end of every interview that a candidate takes a Qualifi, they’re prompted to leave feedback on their experience with their interview. And right now, I’m proud to say that we’re at a 98% approval rate from candidates. And we found that it’s mostly for a couple reasons.
One, the speed in which they’re [00:22:00] engaged by a company they just applied to. Like I mentioned, they can go from apply to first interview in less than 20 hours. So they love that. Candidates hate where they feel like they’re just throwing applications and resumes down this dark hole and never hear back from companies.
So when we talk about candidate experience, and I know right now everyone is saying, the personal touch matters. Candidates want to have a personal touch. I would say yes, but Qualifi gives you a more personal touch, faster. One you get the higher intent of candidates right now, and now you can follow up the next day with, Hey, we already got your interview.
We love you. We wanna bring you in. You can talk to the things they answer in the questions. You can make it a very way more crafted first touch with that candidate than you could on a blind resume or reading it something that way. Also, the other reason candidates love it, is just under half of all of our interviews are done outside of normal office hours, so 5:00 PM to 8:00 AM and we found that the convenience of that is what candidates really like as well.
They can put the kids to bed and take the phone screen. They can do it on the weekends when they’re running [00:23:00] errands. They can do it on their way to or from work. They’re not worried about, Hey, I gotta, sacrifice my lunch break to take this interview. Or what if someone hears about me taking this phone screen?
Take all of that fear out of the candidates out of the candidate’s mind. So now they can focus on performing best for this interview and giving you the best candidates going forward.
Ryan Leary: Yes. This has been really awesome, man. I know you guys have a lot going on now, which we love. We love what you’re doing, right?
Otherwise we would’ve tour at the shreds and it’s been like crap. But like out outside of me not having tickets in my hand for a box somewhere everything’s really good. Oh, Ryan. Oh. But I’m just saying it, gotta put it in where I can, but no, man I we love what you’re doing.
What I would ask is that as you guys continue, as a company continues to add features, and you go down the path of adding in, you said you’re exploring ai, you’re exploring different options keep us in the loop, man. We want you to come back and share more with the [00:24:00] audience. And just talk topic, man.
You, you got a lot of knowledge. It is nice to get you and you got a good background. We didn’t even get into that, but I think the audience would eat that up.
Des Prentice: No. We appreciate you having us on and even when you came to Unleash and let us do like that 32nd blurb, we really appreciate that and we think what you all are doing over there is very special as well.
I think as we started going into the space and building out our solution, there’s only a few places where, you can go to and get good info, and RecruitingDaily is one of them. So we’d love to come back on. We thank you for having us and as you all develop and as all you all come up with new series and new books and new things, please keep us in the loop so we can sh celebrate in your success as well.
Brian Fink: Hell yeah, for sure. Hell yeah. Alright, then I want everybody to have an awesome weekend. We will see you soon on sourcing school. This has been Des, this has been Brian, this has been Ryan, and we’ve had fun today. See you soon. [00:25:00]
Ryan Leary helps create the processes, ideas and innovation that drives RecruitingDaily. He’s our in-house expert for anything related to sourcing, tools or technology. A lead generation and brand buzz building machine, he has built superior funnel systems for some of the industries top HR Tech and Recruitment brands. He is a veteran to the online community and a partner here at RecruitingDaily.
Brian Fink is currently a Senior Talent Acquisition Partner at McAfee. With 10+ years of specialized recruiting experience, Brian specializes in recruitment tooling, building Boolean strings, natural language search, and raw sourcing. He believes and advocates that you are never done learning, regardless of where you are in your career.