Artificial intelligence-powered brokers are now prevalent, and an early-stage startup is focused on developing one that helps HR teams find the ideal candidate for a job opening. The startup asserts its AI-powered bot can efficiently scan through resumes to identify top candidates matching hiring criteria, schedule interviews with recruiters, and notify applicants via automated email notifications.
The corporation has just announced a $9 million seed investment to fuel its path towards making the product widely available.
This week, the company is launching its alpha product to a limited group of design prospects, said CEO and co-founder Raghavendra Prabhu, outlining his long-term vision. Tezi recognized an opportunity to enhance HR’s automated resume screening process by leveraging the latest advancements in large language models (LLMs), enabling the development of a more sophisticated recruitment tool.
“We opted for a unique approach by combining logical reasoning with innovative language, giving us the freedom to create something truly distinct from traditional software outputs in this space,” he said.
According to Jason James, his co-founder and Chief Operating Officer, he believes current instruments fall short of meeting their expectations. “Suppose you receive 1,000 job applications.” Prior to this, AI or machine learning algorithms could accurately identify exceptional resumes, according to him. Despite being an AI, I still need to navigate mundane tasks such as sending emails and organizing meetings. What’s currently possible can potentially evolve into a seamless, end-to-end process, transcending traditional rating methods.
As the founders recognize, in this current phase, individuals crave continued involvement throughout the learning process, with the ultimate goal being seamless automation as technological advancements unfold. The caliber of applicants that ultimately surface during a job search is largely contingent upon the quality of the job prompts and descriptions utilized.
While some may assume that automation inherently introduces bias, they are actively working to minimize this risk as much as possible. In a strictly objective manner, they’re evaluating all information supplied by the hiring supervisor alongside their own analysis of the resumes. While they’re focused on managing how inputs appear, they claim to be working to reduce bias at their end?
“When employers’ unconscious biases are assumed, our ability to effectively counteract them is significantly hindered.” “What we can do on our end is defend against potential biases in our system’s combination, utilizing algorithmic means,” James said. Are they ignoring trends in past recruitment practices? Fashions must align with established guidelines and varying criteria specified by the hiring manager’s area of expertise.
The company has trained its fashion algorithms on a vast dataset of 250 million licensed profiles from various information providers, collaborating with top AI models from OpenAI and Anthropic to refine their solutions to meet specific hiring needs.
The corporate is simply beginning. The new product launched at the beginning of this year. With 15-20 design prospects on board, the goal is to iron out any wrinkles and potentially expand the beta testing scope within the current year.
The $9 million seed round was led by 8VC and Audacious Ventures, with participation from a diverse group of investors including Liquid 2, Afore, PrimeSet, South Park Commons, and various trade angels.
