Early in 2020, I made the decision to leave a comfortable role as a sales leader at a high-growth, Series B company to tackle one of the most challenging problems in business: hiring. Since making this leap, we have learned so much.
Over the years, so many software and services companies have popped up to attempt to tackle the issue of hiring well. As a result, the HR technology landscape has become increasingly crowded with various ATSs, sourcing solutions, recruiter scheduling tools, AI-driven candidate selection platforms, and more.
And yet the core of how we assess talent is still interviewing. We are human beings, after all. We want to talk to candidates, to get to know them, to understand their motivations and aspirations, and to share our own. We want to connect authentically and directly with the people who will join our teams, and we do that by conducting interviews.
The problem is— in spite of our best intentions, we’re still really bad at interviewing. Individuals struggle with it, and the problem is exacerbated because we interview as teams. Team-based interviewing is crucial. We invite diverse perspectives, we are able to make better decisions as a group, we ensure one person’s bias doesn’t rule the day. But team-based interviewing is also broken. We attempt to put structure in place, to divvy up focus areas across team members, to leverage scorecards to drive objective decision-making.
But at the end of the day, interviewers don’t know what to ask to assess a candidate’s fit for the role at hand. We take answers at face value without drilling in or asking for specific examples. We want the full picture of a candidate, so each interviewer asks the same questions over and over again, which is a terrible waste of time and a bad experience for the candidates.
Ultimately, we are left feeling uncertain about who to hire, and we make poor decisions—decisions that are made based on our “gut feeling”—in the interest of filling seats. It’s like Maya Angelou famously said: “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.” Too often, it’s the lingering feeling about the candidate that leads us to round up or down on the scorecard, give a “thumbs up” to someone who went to the same school as us, or turn down a candidate who has a radically different background.
Our mission is to change all of this: to ensure that hiring decisions are fact-based and objective, that interview processes are actually structured, that candidates are evaluated equitably and consistently for any given role, and that ultimately, our customers are the best in the world at hiring the right people into the right seats at the right time. Let’s break that down into our core beliefs :
- People are the backbone of any organization. Or, in the words of our company values: Humanity Over Everything.
- Structured, team-based interviewing is crucial for hiring right. This reduces bias and ultimately helps to ensure the best decision is reached about each candidate.
- Structured, team-based interviewing is broken. We fail to relay information, we ask redundant questions, we don’t prepare, we spend too little time thinking about what really matters for any given role, and we too often treat the selection process as an afterthought.
- Advancements in technology can ensure we hire equitably, effectively, and efficiently every time. The problem I described above has not been solved yet because we have never had the technology to address the root issue. With advancements in conversation intelligence and AI, we are now able to capture and analyze actual conversations (where all the data for candidate selection really lives) to drive excellent process and decision-making.
This is why we built Luma. Why we went on this wild, terrifying, exciting journey of building a company during a pandemic. The time is now, and the technology is here. We can finally change the game when it comes to interviewing, and we can do it in a way that elevates human capabilities (rather than replaces them). Because at the end of the day, it’s all about finding your next great teammate. Being part of a team, united towards a common goal, working together with joy and with purpose… That’s what matters. We want to help you build your dream team—because at the end of the day, great companies cannot exist without great people, and you can’t build a team of great people without being excellent at hiring.
We’ll see you on the other side—where every interview is excellent, every hire is made with objectivity and intentionality, and where we value humanity over everything else. We hope you join us on our journey!
CEO & Co-Founder