Covey

AI in hiring is a double-edged sword: It can help you find top talent faster… …but it can also introduce bias if not done right. To trust AI, you need to know *exactly* what data it’s trained on and how it makes decisions. It’s like baking a cake— If you use the wrong ingredients or the wrong recipe… …you’ll end up with a disaster. That’s why at Covey, we’re obsessed with: → Training AI on the right datasets → Constantly monitoring its performance We’ve built a system that allows complete transparency and auditability in the candidate evaluation process. When our system evaluates a candidate, it doesn’t just give a binary pass or fail— IT drills down into exactly what criteria the candidate met (or didn’t meet). This level of granularity allows us to test our models against thousands of scenarios. We compare updated models to previous versions and quickly detect any regressions or biases. And if we find issues? We fix them before the model ever goes into production. But we don’t stop there— We make these auditable evaluations available directly in our product. Any recruiter can view them for any candidate evaluated by Covey. Because at the end of the day… …AI is just a tool. It’s up to us to use it responsibly, ethically, and transparently. That’s the Covey commitment— We’re not building AI for the sake of AI. We’re building a system that prioritizes safety, control, and compliance — while giving power to the recruiters. AI that’s designed for the many, not the few. AI that you can trust. Because when it comes to hiring? Transparency is non-negotiable. And at Covey, transparency is baked into everything we do.

Hiring isn’t always fair. We all have unconscious biases about who’s a “good fit.” Things like: → Race → Gender → Background …can influence our decisions (even if we don’t want them to). And that’s a big problem when we’re hiring. We subconsciously might favor people who are like us… …or make snap judgments about someone before really getting to know them. That’s where talent leaders are excited about the promise of AI. Can we use GPT to solve some of these challenges? No. Surprised at my answer? Here’s the problem: off-the-shelf GPT will only give you untuned AI that can inherit human biases through its training data. That is why we built Covey — from the ground up — to avoid that issue completely. Covey eliminates bias using AI that’s fine-tuned to accelerate recruiting in an auditable and transparent process. You tell it exactly what you need for the job. Input the evaluation signals — and all the nuances you would share with another human — you’re targeting… Then, Covey evaluates each candidate using *only* those parameters. Nothing else. It’s like having an unbiased interviewer who not only gives everyone a fair shot, but reads every single resume without fail (no matter how many applicants you have.) No hasty judgments, no overlooked potential. How? LLMs convert recruiters’ role intake into a Domain Specific Language (DSL). It executes candidate evaluation criteria on a discrete unit basis. Candidate evaluation is fully transparent and auditable. All information that could be used to triangulate gender, race, or ethnicity is -> Excluded from our training data. -> Excluded from the instruction set when evaluating candidate criteria that is not related to those areas. Covey’s state-of-the-art system architecture eliminates sample bias during training and inference. It’s made just for hiring, with one goal: Find the best people for your role based on the criteria you set. And nothing else. Because when you combine the human strategy of recruiters and hiring managers with Covey’s unbiased screening, you get a powerful recipe for fair, merit-based hiring. That’s how Covey helps companies like Rippling and DoorDash build exceptional teams— By giving everyone a fair chance to shine.

You’re a recruiter, and you’re swamped. Because you spend *hours* every day reading resumes. Most of them aren’t even good fits, either. You wish you could focus on high-impact activities, like: → Engaging with top candidates → Creating strategic hiring plans → Building a strong employer brand …but there’s just not enough time in the day. What if there was a way to work faster and smarter? Covey Scout uses AI to make your life easier by: → Looking at inbound resumes *for* you → Finding the top 5% based on what you’re looking for …so you can spend time on candidates who fit the bill. But Covey doesn’t only look at skills and experience superficially. We can find candidates who, for instance, attended a top CS college, had two years or less of experience in big tech, and worked at a startup scaling from Series A to C. These are nuanced criteria that boolean searches (the traditional way recruiters search for candidates on Linkedin by typing in keywords) can't perform. Covey automates outreach by: → Scouring candidate emails for you → Setting up personalized messages to engage potential hires → Working with the ATS and CRM tools you already use (no workflow disruptions here!) This means: → You surface the best-fit candidates applying to your company in hours instead of weeks -> You communicate with all candidates in a timely way, giving them a positive candidate experience → You keep them interested in your company Best of all? Covey ensures your hiring process is fair— It looks at each candidate based on facts, not feelings… …so you can build a strong, diverse team. With Covey’s analytics, you can track your recruitment efforts while measuring your DEI performance in real-time. This data-driven approach is night and day in terms of improving your hiring process. Ask companies like DoorDash, which saved millions of dollars by avoiding the need to manually review their full pipeline and meet SLAs for inbound candidates. Or Rippling, which ramped up their pipeline with high-quality candidates. They’re hiring smarter and faster than ever before— And saving money and time while they do it. Now, imagine what you could do with that extra time: → Closing amazing candidates → Building relationships → Scaling your company like never before That’s the power of having the right tools on your side. With Covey as your co-pilot… You can finally focus on strategic work that moves the needle for your business. It’s time for you to build the team of your dreams— One exceptional hire at a time.

We are incredibly excited about this official partnership with Lever!

📢 We are excited to share that Covey officially integrates with Lever to support hiring success. Covey helps teams focus on the best candidates in their hiring pipeline with plain-language AI resume screening. This integration brings Covey's advanced Generative AI directly into Lever, allowing busy talent teams to build AI bots to execute their recruiting strategy. Key benefits: 🌟 Source passive candidates and screen inbound applicants 🌟 Use an AI bot to evaluate candidates precisely the way you would 🌟 Instantly know which applicants to prioritize and take action in either system 🌟 Save time and focus on high-quality interactions with qualified candidates Learn more: https://lnkd.in/gTAGGPn4

Winning the Global Talent War - Effective Sourcing Techniques Join Scott Harrison from Formula.Monks and Sebastian Prieto Tovar from Rivian to discuss how they have effectively sourced and recruited internationally. In this insightful session, Scott and Sebastian will delve into the strategies and tools they have utilized to build a diverse and dynamic workforce across various regions.

🌟 Excited to share insights on AI's role in recruiting! 🌟 As Heads of Talent, we're continuously seeking ways to enhance efficiency within our organizations. With the rapid advancements in AI technology, leveraging AI in recruiting has become a game-changer. But with great power comes the need for a comprehensive understanding. In our latest blog post, "What Talent Leaders need to know about AI in Recruiting," we delve into the intricacies of AI's impact on the recruiting landscape. From demystifying generative AI to exploring its practical applications, we've crafted a guide to help you navigate this exciting terrain. 💡 Understanding the Basics: Dive into the fundamentals of AI and its various forms, from machine learning to generative AI powered by Large Language Models (LLMs). 💼 Pre-generative AI Tools: Explore the existing AI solutions in recruiting, from resume screening to predictive analytics, and understand their limitations. 🚀 The Rise of Generative AI: Learn how generative AI tools like Chat GPT are revolutionizing sourcing, candidate engagement, and more. 🔍 Addressing Challenges: Uncover the potential pitfalls of generative AI, from algorithmic bias to compliance concerns, and discover strategies to mitigate them effectively. 🔮 Future Outlook: Peek into the future of talent acquisition powered by AI, from enhanced candidate sourcing to bias reduction, and envision the possibilities for your organization. But it doesn't stop there! We've also highlighted real-world success stories, like Rippling's use of Covey Scout to scale their team and lower cost per hire by 80%. Plus, we provide actionable insights on how your recruiting team can leverage generative AI to streamline processes and enhance candidate experiences immediately. As you navigate the AI landscape, remember that AI isn't about replacing recruiters—it's about empowering them. By embracing AI as a supportive tool, recruiters can amplify their impact, drive efficiencies, and focus on what truly matters: building meaningful relationships with candidates. Check out our blog post and become the AI expert your team relies on! #AIRecruiting #TalentLeadership #FutureOfWork 🚀🔑 https://lnkd.in/gt7vRqUb

"Whether for pipeline roles or one-off positions, historical data should be utilized to set expectations with hiring managers and facilitate more meaningful conversations. Armed with data, recruiters can act as subject matter experts and effectively communicate the expected timeline and conversion rates to stakeholders, fostering accountability and addressing any potential roadblocks." - Amy Silverman, Director of Recruiting at Chime. This week, we hosted a webinar on data-driven recruiting featuring Brianna Rooney from TalentPerch. Joined by Brittany Mitlo, Director of University Recruiting at Duolingo, and Amy Silverman, Director of Recruiting at Chime, we delved deep into the evolving landscape of data in recruitment. 🎯 Check out a highlight reel. The full video is linked in the comments below. https://lnkd.in/dKXRzsz3

🌟 Hey LinkedIn community! 🌟 This week, we hosted a webinar on data-driven recruiting featuring Brianna Rooney from TalentPerch. Joined by Brittany Mitlo, Director of University Recruiting at Duolingo, and Amy Silverman, Director of Recruiting at Chime, we delved deep into the evolving landscape of data in recruitment. 🎯 Here's a sneak peek from our conversation: "Maintain a natural curiosity and consistently question the underlying reasons behind hiring decisions and processes. By continuously seeking the 'why', recruiters can unravel valuable data insights and make smarter, evidence-based choices." - Brittany Mitlo, Director of University Recruiting at Duolingo https://lnkd.in/dGMEPSsJ

We're excited to make our integration official with Ashby This integration brings Covey's advanced Generative AI directly into Ashby, allowing busy talent teams to build AI bots to execute their recruiting strategy.   Key benefits: 🔍 Source passive candidates and screen inbound applicants  ✅ Attribute Covey as a candidate source 🕵️ Use an AI bot to evaluate candidates exactly the way you would 👍 Instantly know which applicants to prioritize and take action in either system ⏱️ Save time and focus on high-quality interactions with qualified candidates To learn more: https://lnkd.in/gKdQa8Me