I talked to 500+ HRs in the last 1.5 years to find out why tech hiring is a mess!1) Rejection count:Startups / growing orgs - only 1 in 60 gets hired, worst case 1 in 100.Series of events:- Short-notes shared with TA by interviewers after rejection- No candidate persona made because of lack of data/notes (low collaboration)- Wrong candidates sourced2) Resume back & forthSeries of events:- HR shares resume over email / calendar attachment- Resume get's lost in the pile of emails at the time of interview- Interviewer calls the HR to share it again- If downloaded, interviewer keeps alt + tabbing b/w resume & video call.3) Decision & feedback loopSeries of events:- Candidate takes an assessment- Round1- Round2...& more- Cultural fit etc.Short notes are scattered across tools for 1 candidate (multiply it by 100 interviews x 5 profiles)No visualisation of how efficient overall hiring is.4) Gist of previous round:Series of events:- Person takes the first round.- Gives feedback to HR. After many reminders (in most cases).- Next round taker calls the first one or HR to know gist of prev round.For any org:Multiply above x N rounds x N positions (time wasted)5) Question bank & no fixed processes- Learn't that many established orgs even end up asking same questions across rounds- Rounds are not well structured- Not asking the right questions (either losing out on good talent or hiring a bad fit)6) Disconnected tools- Low convenience of using any hiring tool- Interviews happen on one & note taking happens on other (manually in most cases)- Most tools are just used for sending assessments7) Candidate experienceTools used in an interview at a single instance:- Screen sharing- IDE- Browser- TerminalAsking follow-up questions involving code - too hard.Preparing run-time env. is time consumingCandidate keeps switching context from one tool to the other.Read here on how Intervue.io is solving them all one pointer at a time: https://bit.ly/35X2fg7If you are interested to talk about our product, DM me and we will be in touch!