What do you need to know about Rocketmat?

rocketmat

Everyone in the HR Tech space is chasing AI these days; it was a normative theme at HR Tech in the desert in mid-September. Obviously all the “big boys” in the space have it, or claim to have it, even though in many cases right now “AI” just means “scheduling features.” And look, I’m not knocking scheduling features — recruiters spend a lot of time on scheduling and freeing up even 60% of that time would be a huge value-add. Well, OK, I need to rephrase that. It would be a huge value-add if the recruiters go and do something valuable, like building proactive talent pipelines in their community. If they just hop on the cross and bitch about how slammed they are, AI means nothing. We forget that.

One of the more intriguing entrants in this world is Rocketmat, which — and I quote — “uses Machine Learning to enable Human Resources and Talent Management teams to do more for your company. Our proprietary algorithm automates candidate-job matching, predicting cultural fit, future tenure and performance of candidates – internal and external – while eliminating adverse impact risk.”

That’s a mouthful, but their product was strong and their tech is good.

Let me tell you how solid the Rocketmat process and tech side is: they’re actually in a partnership with Amazon (“The Ultimate Disruptor!”) already on helping startup founders identify the talent they need to scale quickly. The main guys associated with Rocketmat — Brazilians with ties to Dallas — are all awesome and can speak to all the bullshit of talent acquisition over the past few years. Their essential goals are:

  • Turnover reduction
  • Lower time to fill
  • Decrease the amount of interviews needed
  • Better cultural fit

It’s all rooted in a Recommender System (that’s what a user would see), which serves up recommendations of jobs for candidates (internal and external) most likely to be top performers. That’s important because there’s some internal promotion focus — most software suites focus almost entirely on external candidates, which I’ve always seen as stupid. Who knows your culture and how work actually gets done better than people who already work there?

Would be nice to use tech to better understand more natural fits for that crew of your employees, right?

And look, let’s be real — a lot of decision-makers care more about financials and they don’t explicitly care about the HR stuff. On the “HR stuff” side, they want to know about what it means for compliance. Rocketmat is good on compliance, which is crucial. Everyone is promising you reduced spend, but AI/Machine Learning applied right — which this is — will get you reduced spend, and now add compliance. This is going to be attractive to hard-charging execs who don’t really understand what “ATS” even means.

Think it’s a coincidence they are in bed with Amazon so quickly? It’s not.

So, if you’re looking for a talent suite that effectively brings AI to the fore in terms of compliance/cost savings, kick some tires on Rocketmat.

Ted Bauer on LinkedinTed Bauer on Twitter
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Originally from New York City, Ted Bauer currently lives in Fort Worth, Texas. He’s a writer and editor for RecruitingDaily who focuses on leadership, management, HR, recruiting, marketing, and the future of work. His popular blog, The Context of Things, has a simple premise — how to improve work. Ted has a Bachelors in Psychology from Georgetown and a Masters in Organizational Development from the University of Minnesota. In addition to various blogging and ghost-writing gigs, he’s also worked for brands such as McKesson, PBS, ESPN, and more. You can follow Ted on Twitter @tedbauer2003, connect with him on LinkedIn, or reach him on email at [email protected]


 




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Originally from New York City, Ted Bauer currently lives in Fort Worth, Texas. He’s a writer and editor for RecruitingDaily who focuses on leadership, management, HR, recruiting, marketing, and the future of work. His popular blog, The Context of Things, has a simple premise — how to improve work. Ted has a Bachelors in Psychology from Georgetown and a Masters in Organizational Development from the University of Minnesota. In addition to various blogging and ghost-writing gigs, he’s also worked for brands such as McKesson, PBS, ESPN, and more. You can follow Ted on Twitter @tedbauer2003, connect with him on LinkedIn, or reach him on email at [email protected]

 

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