Today we’d like to introduce you to Aishwarya Suresh, Adarsh Pachori, Aarti Vellimedu and Neel Griddalur.
Aishwarya, Adarsh, Aarti and Neel, can you briefly walk us through your story – how you started and how you got to where you are today.
We all went to high school together before we graduated as part of the Class of 2019, and ended up going to completely different parts of the country for college! However, as we reconnected this summer and discussed our search for summer internships, we realized we were all facing similar challenges as job-seekers in the current hiring system.
For example, as freshmen in college, it was difficult to showcase our experience in a way that would convey our career interests. A one-page resume cannot give recruiters a good picture of your personal story, soft skills or goals — all important factors in finding the perfect candidate for a role. This led us to the discovery that the current hiring system is based on a series of assumptions about the candidate, rather than acting as a mechanism to gain context on the candidate’s skills and experiences. In other words, we wanted the hiring system to be focused on people, not job postings.
The other issue we noticed was that you could apply to 100+ internships and be lucky to get a recruiter response for even 5. It is partially because platforms like LinkedIn EasyApply or Handshake make it easy to apply for a job even without possessing the necessary qualifications, resulting in qualified candidates getting lost in a pool of 5,000 other candidates who may not be as qualified. People will often send in applications for a crazy amount of positions, hoping one of them will “stick”, which means recruiters are unable to filter through the most interested (actively seeking) and qualified (in both hard skills and company culture fit) applicants. In other words, this high volume of applications makes it much more difficult for job-seekers who are genuinely interested in a certain role or a company to demonstrate their interest, unless they already have connections at that company. We wanted to create an efficient and holistic way for both candidates and recruiters to be able to actively showcase their interests.
We noticed that many of our peers were facing the same issues and saw an opportunity to attempt to change the way the recruiting process works by moving the world beyond the static resume. This led us to Enrole, a mobile app modeled with an AI-driven one-to-one matching system, which matches people who are hiring talent to job-seeking individuals. Our goal is to match people with people, not job postings, and attempt to disrupt recruiting in an age where personal connection and corporate culture fit are extremely important to working well together. Our patent-pending double-blind matching system lets you swipe up/down to indicate active interest.
Since we started as a team of four in early March, we are incredibly excited to share that we have grown our Enrole family to a team of thirteen talented dreamers working hard every day to disrupt the current recruiting landscape!
We’re always bombarded by how great it is to pursue your passion, etc – but we’ve spoken with enough people to know that it’s not always easy. Overall, would you say things have been easy for you?
Not at all! Like most things, Enrole has had its ups and its downs. The biggest challenge we faced was navigating running a startup during the COVID-19 pandemic. Specifically, while people’s canceled internships and job losses gave us a large market for potential job-seekers, new technology was consequently de-prioritized for recruiters due to the unprecedented changes happening in their companies and/or the job losses that came as a result. While these findings were initially discouraging for us, they only led us to learn an important lesson in entrepreneurship: empathy. We realized we needed to learn more about the recruiter’s perspective and really understand their challenges and concerns, so started a 6-month long market research process by setting up interviews and calls to really empathize with them as potential users. In this process, we were able to create features and solutions that really help address their concerns, a process we keep improving on every day!
Please tell us more about your work, what you are currently focused on and most proud of.
In our perspective, the current hiring system is based on a series of assumptions about the candidate rather than a full understanding of their story, which means recruiters have no context regarding the candidate’s experiences and skills. There is no real way for the recruiter to get to know the candidate before the interview, and conversely, there is no way for the candidate to showcase who they really are upfront. We aim to solve this issue through a mobile-first platform that brings the candidate’s story to the forefront of recruiting. Through the platform, both talent and recruiters can swipe through each other’s profile cards through a double-blind matching process that’s backed by our AI-driven algorithm. This ensures that any candidates shown in the first place are already well qualified for the position, thus allowing recruiters who choose to initiate a connection to focus on learning more about who they are and their story. Our signature feature is our video or audio elevator pitch, which lets recruiters and talent add context and multidimensionality to their resume. In a day and age where company culture and fit is a major factor in job placements, we believe candidate stories and soft skills should be enabled to shine through.
We are proud to call ourselves a team of thirteen passionate student entrepreneurs! While it is often challenging to have to balance classes and grades with running a business full-time, our team is a group of hustlers! Shout out to our Development team and our Sales & Marketing team for working hard every day to make this dream a reality!
If you had to start over, what would you have done differently?
Throughout this process, we learned that entrepreneurship is less about talking and definitely more about listening. As college students who mainly understood the talent perspective, we didn’t completely understand the challenges recruiters face when starting out, and simply worked off our existing assumptions. However, as we released our very first internal beta and reached out to advisors to give us input on our application, we realized we weren’t quite solving the challenges they faced, but rather the challenges we THOUGHT they faced. As we started listening more to their experiences and set up hundreds of interviews for both recruiters and talent to truly understand their perspectives, we were able to find solutions to help them address those challenges. So to sum it up, if we were to start over, we would focus on asking more of the right questions and listening more rather than talking. This resulted in a better idea of the problem and a more viable solution, which our development team is working day and night to bring to the app store!
- Website: www.enroleapp.com
- Email: email@example.com
- Instagram: https://instagram.com/enroleapp
- Facebook: https://www.facebook.com/enroleapp
- Twitter: https://twitter.com/enroleapp
- Other: https://www.linkedin.com/company/enroleapp
Pictured above: Harshith MohanKumar, Rithvik Madhdhipatla, Arthur Huang, Vincent Chou, Annie Zhang, Jaimie Chan, Jasmine Lu, Alex Zhang, Adarsh Pachori, Neel Griddalur, Aishwarya Suresh, Aarti Vellimedu