The HiringSolved team is made up of some of the best people in the industry. Every single team member is passionate about making this industry better and simplifying recruiting. Marc Mapes, our Executive Sales Director, is one of those people.
We stole some of his time in between calls and demos to learn more about him, why he chose HiringSolved, what’s the one recruiting practice he would kick to the curb, and more.
What’s your history and experience in the recruiting industry?
I guess I took a non-traditional path to this space. When I was 15, I started working in the printing industry for my dad during summer breaks. I stayed in printing in various sales and leadership roles until 2008 when my wife, our oldest son, and I moved to London for my wife’s job. Unfortunately, it was during the financial crisis, and I spent a year looking for a job with no success. Out of frustration, I started a LinkedIn group in 2009 to directly connect in-house recruiters and candidates. The group, called ForDirectHire, helped others in my position connect directly to recruiters. The group grew very quickly, which LinkedIn apparently noticed. Someone in their London office asked me to come to their office for coffee and asked me a lot of questions about my group and the state of recruiting from a candidate’s perspective.
I left the meeting thinking I had a pretty good idea. After that, I bootstrapped the first version of ForDirectHire, a psychometric assessment-based job matching platform. Like the LinkedIn group, it was meant to directly connect candidates and in-house recruiters when a match was found based on work behaviors. We raised a fair amount of angel funding and rebranded as HireMatch.me. It didn’t work out quite as I planned, but it definitely set me on a new career path: headfirst into the world of HR technology.
Understanding context was clearly a huge part of your job matching experience.
Why do you think context is so important?
We sold HireMatch.me after my family returned to the States. Shortly thereafter, I joined another startup called Electronic Insight in Austin, TX. I was hired to help start a division called eiTalent. The founders of EI had several patents on their contextual analysis engine, which basically could help understand a writer’s motivation, intent, rationale, and other personal drivers. By simply running a resume through our analysis engine, we could determine the candidate’s likelihood of organization fit. The words you use and how you structure sentences says a lot about you, but only if you look at a full body of work to understand the context. We could understand if what was said was an outlier or a person’s true self by identifying patterns.
For instance, in today’s news world, we hear a lot about someone’s words being taken out of context. This primarily happens when a statement is truncated without providing the full version of what was said. Often, when the full context is revealed, it completely alters the understanding of what was said. The same thing happens when we write – even a resume.
How do you think recruiters can continue to be successful as time goes on?
By being more human. I’ve always been a big believer in candidate experience. Like how corporations build interest and loyalty to their products, it would be ideal for recruiters to do the same. Unfortunately, recruiting teams have historically been overworked and simply don’t have time to provide a personal touch. This is only being amplified as we come out of the pandemic. Organizations spend all their time screening a massive number of candidates or must use all their available time scouring every resource at their disposal to find external candidates to apply. I find it somewhat ironic that technologies like HiringSolved can actually help recruiters become more human. With AI-driven solutions that analyze existing candidates, recruiters can focus on best-fit candidates or reengaging with past candidates quicker.
What is your favorite part about working in Sales and on the HiringSolved team?
I know this is a cliche, but the best part is helping customers solve problems. It was true in my days of selling printing, and it’s true today as a member of the HiringSolved sales team, I’m a big fan of a consultative selling approach. Ask questions, listen, learn, and provide a solution that helps. By listening instead of being a pushy salesperson, you can better understand the real issues at hand and work together to solve them. In the end, if I’ve solved their problem and my customer is happy, then I’ve done my job.
What attracted you to working at HiringSolved?
I attended a couple of the HireConf conferences in the past. I was always very intrigued by hearing Shon Burton (HiringSolved’s founder) speak about the industry and how he saw HiringSolved helping customers make sense of their talent data. In fact, I think he was the first person I heard use the term “talent intelligence,” which I love. So I’ve been a big fan of HiringSolved for a long time. There is a lot of noise in the HR technology world about AI. Just look at the funding and enormous valuations some of the vendors are getting. True AI is complex. I saw the HiringSolved team on recruiting AI for almost ten years that had already figured out a lot of what the newer startups will need to learn.
Beyond Shon and the HiringSolved team, I was drawn to the mission and the opportunity. Providing an AI-driven unified search across all talent databases is very much needed. Native search tools of most candidate database technologies are poor at best. Since most organizations utilize several disparate systems, having a single search interface saves an immense amount of time and frustration. Of course, searching is essential, but it’s just part of it. Talent analytics like diversity percentage, geographical talent distribution, skills metrics, and much more are vital for organizations who want to use talent as a competitive advantage. I wanted to join a company that understood this and was well-positioned for success.
What common “recruiting rule” do you wish would disappear?
I guess this is more of a common practice, but I’d love to see more feedback given to unsuccessful candidates. Many companies now have an automated disposition step in their process, so candidates are notified when they haven’t been successful. It would be great if just a little more feedback could be extended. I know this would add more tasks to a recruiter’s day, but the candidate’s experience of hearing how they could improve or apply for a different role would be mutually beneficial. Besides, the HiringSolved team can help you get that extra time that you need.
What piece of technology can you not live without?
Traditionally, I would have always said my cell phone for obvious reasons. However, lately, my favorite piece of technology has to be my Apple Pencil. I use it for writing demo scripts, taking notes, editing documents, and much more. I’ve always been a big notes guy, but having a digital version that I can store forever is much more helpful than a notebook or legal pad. I just wish my handwriting was a little better.
What do you think the world of work will look like in 30 years?
Growing up, I thought I’d be taking a flying car to work like George Jetson by now, so maybe I’m not the best judge of what the distant future will look like. My kids think they’ll be working inside a game like Roblox.
But seriously, the pandemic has reshaped my thinking on the future. I’ve worked remotely for about five years, but I didn’t think it would gain traction for the workforce as a whole. Even as some organizations start to bring employees back into the office, it seems remote working is here to stay. Mostly because of the available virtual meeting technology and efficiency hasn’t seemed to decrease with people working from home. Over the next decade or so, there will likely be more advancements in virtual reality, which will make it seem like everyone is in the same physical location.
Beyond work location, recent trends moving away from brick and mortar to E-Commerce will likely have a dramatic impact on the world of work. Jobs like web developers, logistics and distribution, data security, call center, customer support, SEO, and others related to a shift in the supply chain will experience exponential growth.
Thank you to Marc for joining us for our inaugural Meet the HiringSolved Team post! Throughout this year, we’ll be sharing more of our team with you, but in the meantime, if you’d like to get in touch with Marc about how HiringSolved can help you, you can reach him at email@example.com.