What if you could slash your hiring process time in half and still manage to recruit top-tier talent? That's exactly what Maxime Legardez from Maki People promises in our candid conversation. His SaaS HR product is revolutionizing the recruitment landscape for large enterprises by adopting a skill-based approach that assesses a potential hire's soft and hard skills in less than three minutes, saves significant time in the pre-screening phase, and reduces the time to hire. The cherry on top? Companies can even brand their job offers, creating a memorable candidate experience.
Max goes on to navigate the intricacies of their product's two core pillars, a library of 200 tests and the option to upload custom tests. Shaking up the traditional recruitment paradigm, he highlights the need for a dynamic, skill-based method. He brings this point home with a success story from Capgemini, demonstrating how their product not only streamlines the recruitment process but also ensures the best talent is identified effectively. If you're pondering about a unique perspective on recruitment and want to level up your hiring process, today's episode featuring Max is a must-listen.
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What if you could slash your hiring process time in half and still manage to recruit top-tier talent? That's exactly what Maxime Legardez from Maki People promises in our candid conversation. His SaaS HR product is revolutionizing the recruitment landscape for large enterprises by adopting a skill-based approach that assesses a potential hire's soft and hard skills in less than three minutes, saves significant time in the pre-screening phase, and reduces the time to hire. The cherry on top? Companies can even brand their job offers, creating a memorable candidate experience.
Max goes on to navigate the intricacies of their product's two core pillars, a library of 200 tests and the option to upload custom tests. Shaking up the traditional recruitment paradigm, he highlights the need for a dynamic, skill-based method. He brings this point home with a success story from Capgemini, demonstrating how their product not only streamlines the recruitment process but also ensures the best talent is identified effectively. If you're pondering about a unique perspective on recruitment and want to level up your hiring process, today's episode featuring Max is a must-listen.
Listen & Subscribe on your favorite platform
Apple | Spotify | Google | Amazon
Welcome to Recruiting Daly's Use Case Podcast, a show dedicated to the storytelling that happens or should happen when practitioners purchase technology. Each episode is designed to inspire new ways and ideas to make your business better as we speak with the brightest minds in recruitment and HR tech. That's what we do. Here's your host, William Tin Cup.
Speaker 2:Ladies and gentlemen, it's William Tin Cup and you are listening to the Use Case Podcast. Today we have Max on from my Key People, which we'll shorten to my Key through the podcast, but the website is mykeeppeoplecom and we're going to be doing kind of a standard use case podcast where we look at the business case or the use case cost-benefit analysis of why prospecting customers pick my Key People. Max, would you do us a favor and introduce both yourself and my Key Hi?
Speaker 3:William, first, thank you very much for welcoming me today. I'm very happy and glad to be there. My name is Max. I'm 36 years. In Paris, I'm an entrepreneur since 15 years. I have a good many businesses and marketplaces in Latin America, south East Asia, middle East Europe. I have exited some companies, I have failed other ones and I have started a new journey.
Speaker 3:Last summer, exactly 12 months ago, called my Key People in the HR landscape. This is a few words getting myself and what we are doing at my Key. Actually, I'm a big fan of how companies and enterprise will evolve in the next 20, 20, 10, 20, 30 years and which kind of enterprise and company my kids will work. And my starting point was just talent is everything in HR In a company. We know it. But the candidate experience is a disaster when you want to apply, when you talk to 100 HR people. It's also the struggle every day to handle all the massive flow of people. That applies to companies and we need to change our paradigm because CV is completely dead and we need to add base on skills and not on CV and schools anymore. So what we are doing at my Key? We are a SaaS HR product. We want basically to make hiring easier, much more than and accessible remotely. More objective because based on skills, much more fun and cool for candidates to apply and much more fair, because we really want to know that diversity becomes a true word in our society as of today.
Speaker 3:So our product helps companies that in less than three minutes, anyone, a recruiter and manager can create an assessment to assess soft skills and hard skills of candidates, and this based on two pillars. The first one we have developed a library of almost 200 tests and that test takes three boxes. They are gamified, short, between three to 10 minutes, and accessible on mobile. Second, they are made by experts, a bit like masterclass way. And third, they cover all dimensions. So you will find the test of personality, test of cognitive ability, test of language, test on tools if you know how to use SIP or Salesforce, upsport, etc. Test of hard skills in marketing, sales, business intelligence, customer support, product tech data and many other soft skills, your ability to have MPC in a group, to take decision, etc.
Speaker 3:This is the first pillar. And the second pillar we want the company to personalize and customize the assessment so companies can bring the business case and use case, but they can also create the test on Mackey that after they can basically reuse any time they want and they can interact with some candidates by small capsule of video, audio or text in an Instagram way. So this is basically what we do. We are not another product, because we are a partner and we are integrated to all the major ATS. So we work with lever, with screen arrows, SAP, with Workday, so we can easily start working with new enterprise companies, and this is pretty much what we do since now six months, because we started in November and we are now selling globally because our product is English and global. So we have already customers in India and Europe, africa and, of course, in the US.
Speaker 2:So we have a number of things to unpack. One is just want to make sure the audience understands where because you globally done workflow, you integrated already with a number of ATSs and that's going to be an endless kind of. You continue to add more and more ATSs as they come along. Where in the market do you play right now? Is it more on the hourly side? Is it more on the corporate side? Is it a large organization or enterprise, global enterprises? Where do you see yourself?
Speaker 3:Yeah. So today we are great for companies that have large volume. So we play as an enterprise segment. We already have from the largest audit and advisory consulting firm, Camp Gemini or KPMG. We also work with McDonald's. We work with very large recruiting and interim firm like Adico. We work with a few of the largest European banks. So really work with this kind of global companies.
Speaker 3:And why do they work with us? First, to save between 40 to 70% of time in press screening. Why? Because when you receive I don't know 500 CV for a job in a bank, you can easily, by using my key, see okay, that guy would be great in English, it will be good at numerical reasoning, he knows how to reply to a customer and that way, and I can also see a three minutes video in a kind of behavioral situation case. So you have time.
Speaker 3:This is the main points why company uses. Second, we clearly shorten by at least 50% the time to hire. Why? Because with Mackey you spot much more quicker and faster the candidates you need to spend time with and you can reject the other by sending feedback, but qualitative feedback, with the result of the test. Third, we decrease the end of promotion period on contracts because as we are more with more activity, we try to reduce also the amount of mistakes. And finally, we brand. When you create an assessment, you brand your Mac Donald pages. So when the candidates click on a job offer on Indeed, on any job board on your website carriers, they arrive in your company branding page. This is a video of your HR director, of your CEO, saying welcome candidates. This is the first step and in our large journey we are very happy to have you today, etc. We put a human and a candidate experience as first, from the first click.
Speaker 2:I love this. Okay, let's do a couple things. So we're looking at skills over some of the traditional ways of looking at things. How do we tease out some of the how do we tease out skills?
Speaker 3:Yeah. So first, william, it was funny because just before we you started a new click on a recall we were talking about art, which is very funny is like the CV was created by Leonardo Da Vinci five, six centuries ago and it's still the way to recruit today. If you look at science, it tells you it doesn't work. And if you look at the reality of today one figures I love if you have 15 years old today, you will do another age, 17 jobs in five different careers across your life. So the CV doesn't make any sense anymore.
Speaker 3:That's why, basically, skill based recruiting approach basically is first, much more adapted as today. Second, much more scientifically proven because you have the highest basically a correlation of performance by using this. And what we do for a skill based approach is a mix between having personality test, cognitive ability test, language test, some behavioral situation test and some art skills and job competence test. If you do a mix of this, it is scientifically proven that you have the highest chance to get the best correlation of performance when you hire someone. And we believe that test is not a dirty word that should frighten people. We work with people that needs to bring test as a cool thing for candidates in a gamified way where you can do it basically, in short, instances of two to five minutes on mobile, which is 10 times much better than having sometimes 70 to 80 clicks on a large corporate career website where you need to upload your covalent on CV.
Speaker 2:I love this. Let's do the two pillars because I want to make sure that the audience understands the two pillars again. So let's start with the first pillar.
Speaker 3:Yeah, first pillar, we have developed a library of 200 tests and we have teams that add more and more tests every week, based on market demands.
Speaker 2:And as other folks build their own, can they opt in and put those into the library? Do they automatically go into the library?
Speaker 3:Yeah, so they can go to the libraries, they can upload their own tests, they can create I don't know. You want to create a 10 tests regarding your company values. You want your CFO of your company. You want to put a screenshot of Excel and put 10 questions regarding basically that specific case. You create your own finance level to junior test and you put it in the library, takes you 20 minutes to build it and then after you can reuse it anytime you want.
Speaker 3:And one quick thing, william, regarding the first pillar. I think it's very important. We really want to take the best masterclass we can find anywhere in the world. I'll give you some examples. Our personality tests are made by people like Thomas Shamarov-Perezik, teacher at Harvard and Columbia. It's been 30 years, I'm sure you know him that build basically our personality and cognitive ability. One Our sales test, b2b are made by a guy called Brandon McGeever. He was basically responsible for years to onboard and train the salespeople at Google in all the US and Europe. Our tests basically are getting the how to give and receive feedback are made by the worldwide expert about feedback. So, really, what we picked basically the best people all across the globe to create a community of people that shares the knowledge and participate, basically to the largest skills test library you can find anywhere.
Speaker 2:I love that. Okay, in the second pillar.
Speaker 3:And the second pillar is okay, we have tests, but you have your company culture. You have your own things and how you want to recruit people, so you can create basically your own tests. You can upload your own test. You can create your own custom question when talking to people. I don't know. You want to create a video of three minutes. Are I candidates apply for a sales job in our B2B SaaS product? How do you sell our product? I'm a candidate with my mobile. I'm in my room at 11pm. I will record the video.
Speaker 3:You want to I don't know ask the candidates to share a few words in English or in Dutch or in French. Getting why is motivation hard to join the job? You want the candidate just to reply to some basic question what is your salary range and do you work during weekends? We can be very easy, basically for some type of job. So that's why, which is very good, we do some drivers and people in the restaurant from McDonald's, but we also do cybersecurity consultant for biggest audit consulting firm and for the first one, you will find a total experience of maybe six, seven minutes with one short video, one quick three minutes test to make sure the candidates know how to speak and to reply to our customers in English with customer service behavioral. Some test easy one, and for the second one you will have a more complex assessment with one personality related MBTI test, for instance, one English B2 test plus one, I don't know, corporate accounting, finance and one business case etc.
Speaker 2:Do you find our assessment is obviously a pre-har assessment is fantastic? Do you find customers want to put knockout questions either somewhere in the process or try to put those into their assessments in some way, or should I perform? I'm not sure I understood your question. Knockout questions during the hiring process, things that basically you want to know about the candidate, and if they can't do this then they don't move forward in a process when an assessment is an objective evaluation of the talent. I found a lot of hiring managers and recruiters. They want to get to the cream, if you will, the cream at the top. They want to get to that faster.
Speaker 3:Yeah, in high volume and it's crazy. We have some companies that receive more than a thousand of application basically for one job in a few days. It's impossible to be processed manually or it's a crazy job here. Basically, you knock out questions, sometimes just are you available to start in two weeks to your work during nights and weekends and can you please upload your ID card?
Speaker 3:This is just 50 seconds to put on Mackey and you get, when you connect to our platform or your ITS, just a filter and you just pick the top 5% Out of the top 5% that reply to the three question. You just see a two-minute video of I don't know candidates that will sell the product or try to reply to a customer that is unhappy because his delivery is late for a meal, and you will pick basically the top 10 you want and this top 10 candidates. You will have put 30 minutes to identify them. You will call them straight after basically the applications they can remit tomorrow because we want to proceed with you and all the 19% others. You just click on a button and they receive their feedback. It's completely game changer.
Speaker 2:Oh, that's nice. That's nice. So the value proposition you went through it really fast and, again, your French is much better than my English. I want to go back to the value propositions. The one I keyed in on but I want to go through all of them was the time to hire and the way that you shorten that time to hire for clients. So let's start there Time to hire again. High volume, lots of people going through the system and being able to get to the right people faster and then be able to respond to them. This is mobile friendly, if not mobile. First, be able to respond to them in minutes, seconds and hours. I love that. Give us some more kind of a color to time to hire. And then let's unpack the other value propositions.
Speaker 3:Yeah. So the first one will be clearly to save time. Here we see it's between 40 and 80% More volume of candidates you get per job, more efficient we are. This is completely clear. We are not solving the problem of you have a penny rig job, you don't have any applicants. We will find and fix your sourcing problem. We are not doing this. But if you have volume, basically save between 40 to 80% of time. This is first. Second, we can shorten by up to 50% the time to hire because you spot much quicker and faster the candidates that fit to what you are looking for and at the same time, you don't spend unless precious time with the candidates that don't fit. Those guys you click and they receive basically a branded email with the result of the test.
Speaker 3:This is the second point. The third one I would really put as a second is a candidate experience at the end. Compared to a normal world where candidates queue on your website to put a CV in a cover letter, here they see some interaction, human interaction on video or pictures regarding your brand, your person, your values on their mobile before, basically, they take the assessment. Here we have a KPI because we take the net promoted score of candidates that do every Mackey test. 95% of candidates prefer clearly companies that choose Mackeys at the standard process. This is the third one and the fourth one as we bring much objectivity on the process.
Speaker 3:We have two cool things. We reduce the hiring mistakes. As of today to be honest, I don't have the exact numbers because we need more time, after only six, nine months to show basically the a decrease of iron mistakes, and same goes for the decrease of diversity issues and promotion of more inclusion and diversity. This will need more time, but this is for USPs and why. Basically, today is the largest already cool brand from retail finance bank already worked with us after only six, nine months in the market.
Speaker 2:I'd love that. Okay, let's move to buy side for just a couple minutes and talk a little bit about the demo, customer success stories and questions you love. So let's do questions you love when you and your team talk to people and again, we're trying to educate practitioners on how to buy software, especially how to buy Mikey, how to buy that. So what questions do you love hearing from practitioners? Like what, what helps? You know that they get it, they understand, like the value, and this is going to be not pushing a boulder up a hill.
Speaker 3:Yeah, usually we ask first how many applications you receive per year and are you happy with the current process that you have here. In 90% of situations when you receive a lot, the answer is like it takes time. It's lots of human decision. It takes time to approach from our ITS to the prolific question calls. We do mistakes, etc. So we ask a lot of questions about getting the process of handling the application. This is the first one.
Speaker 3:The second question we love is do you think if you were a candidate and you were applying to your own company, you would be happy with the process you offer to a candidate that spent their life on tiktok, instagram and uber it's?
Speaker 3:Do you think you are adapted to the world of today? Usually, people are quite honest and they say no, and it's great because we show them what we do for other customers in a candidate perspective, and this is what I love about Mikey. I see a lot of cool of HR software in the market and B2B, but there's a large majority of them are built for recruiters, which is cool, but I really believe you can sell to recruiters but as of today, you need to buy things for candidates, because if you make candidates happy, then after, your recruiters will be happy, and I think we ask a lot of questions about getting a candidate experience, because today is just something companies and large enterprise companies need to improve and consider. This is the second one and, yes, this is a two basic questions about high intensity and the volume of candidates and the candidate experience. I think it's good to start in points when we talk to clients.
Speaker 2:So let's move to. I'm gonna go backwards real quick because I want to cover something you said. It's very beginning. It's fun and fair for candidates and you've talked about candidate experience a couple different times, so give us some texture to that. When we say fun and fair, I get the fair part, I think the audience gets that part and hopefully they get that part, the fun part. Give us a little context there.
Speaker 3:Yeah, so in a normal company, in a normal world of today, you go on a carrier website, you have, on average, 15 to 20 clicks, you are asked to upload your resume and cover letter and then you click on submit and you wait, on average, three weeks so we come back to you. If we come back to you, this is honestly the normal world. In 80 90 percent of the situation with Mackey, you see a job offer, you click, you arrive on I don't know my donalmackycom. You see the head and the owner of the restaurant or the HR director at the headquarters saying I, candidates, my name is Max, I'm the HR director. I'm very happy to welcome you today. It's the first interaction of our long journey together.
Speaker 3:You don't need to put any CV. Come as you are. You will be asked 50 minutes with mobile or desktop to reply to few fun and cool questions. Do your best and we come back to you in 48 hours. I'm a candidate, I do my gamify test on mobile and when I finished, I have another video of maybe the CEO of McDonald's US. That will do only one video. It will be the same for candidates and this is the CEO of McDonald's. I, candidates, I'm the CEO and I just want to say thank you. Thank you for your time, for your passion, for your motivation. We come back to you. Have a great day, just this. It's 100 times better if you put in candidate shoes compared to the normal world.
Speaker 2:I love this. Okay. So now let's go backwards to your favorite part of the demo. So when you get to show someone Maki for the first time, what is your favorite part? I know that's a tough question.
Speaker 3:I can say the candidate experience, because anytime we show the candidate branding of our top logo, customers, our future clients, says wow, I love it.
Speaker 3:But I really like the part when we put in the shoes of a recruiter that just received 100 or 1000 application in the recent days and we tell him look, you click on filter, you take the top 5 percent of 10 percent of candidates and we know they are the ones you need to focus time on because they are the best in the English test, excel test, cognitive ability test and, I don't know, sql test.
Speaker 3:Then you click on the top 10 candidates. You just have a look on their personality test and their video and you identify the top three candidates that you send to your managers so they can come back to them very quick. When we show that part, we can see in many times the eyes on the video of customers that usually goes is on his RTS and click on download CV for all the 100 or 1000 application, spend 10, 20, 30 seconds per CV, do a first selection, call the first selection and do a first 15 to 20 minutes, 30 minutes preliminary pre-qualification calls and sometimes it takes days of work just to identify as the top 10. We prefer to say to recruiters spend qualitative times with candidates that fit to what you are looking for. Invite them to your office, go to the restaurant, do two-hour room table calls with your team, but don't spend unnecessary time basically to handle CV even more if science shows that it's not the best way to recruit.
Speaker 2:Love this Last thing. It's about customer success, possibly customer stories without naming names. I don't really care about the brands or the names as much as just the stories of how they're using my key and what you love about that.
Speaker 3:So usually when we start to large enterprise, we don't start with all jobs. Of course we start to some pilots, if I take it or not. We just started with Capgemini, for instance. We started with one business unit in Spain which called Invent, and we start with the parameters of few thousands of candidates in a period of six to nine months. We just put a piece of paper and we say look, we will show you some ROI, we will show you how we decrease times, our customer managers and candidates are happy and how, basically, you recruit better candidates faster.
Speaker 3:This is how we start the first step as we are integrated to the largest ATS. Which is cool is like we can start with major brands and major corporate companies In two to four weeks. There is not some conduct of change. If you want to change up ATS, where you need to have self-cycle of two, three years, et cetera, if a large companies want to start Mackey, honestly, in two to three weeks they can start a pilot and see the ROI after a few months. This is quite cool because the value you can see is quite direct compared to other product.
Speaker 2:I love it. Max. I could talk to you forever, so A I continue to talk to you forever, but it's late the day for you and I know you have a lot of stuff going on, so thank you so much for carving out time for us and the audience.
Speaker 3:Thank you very much, william, for your time, your question and that talk.
Speaker 2:Absolutely, and thanks everyone listening to the Use Case Podcast Until next time.
Speaker 1:You've been listening to Recruiting Daly's Use Case Podcast. Be sure to subscribe on your favorite platform and hit us up at RecruitingDalycom.