Grow better with every hire.
Bring the best people into your organization with Pillar, an interview intelligence platform that empowers teams to hire the right talent efficiently and equitably.
Hiring great talent is non-negotiable. With Pillar, every team can run structured, equitable interviews and hire with confidence.
Video, audio, and data from every interview to share insights and increase efficiency
Interviewers in real-time to run an unbiased, equitable process
Handoffs and feedback so hiring teams make good decisions and move fast
Team members to improve and grow in their interviewing skills
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Leaders from all departments rely on Pillar to build stronger teams and deliver a seamless candidate experience.
“Having the ability to record and share interview clips with our hiring teams has been a game-changer in getting good candidates into the process and speeding up our time to hire.”
“Pillar is a huge opportunity for us to be completely confident about the fairness and effectiveness of our assessments. It is an invaluable tool for coaching, developing and supporting our newer interviewers on the team.”
Improved hiring outcomes: By providing data-driven insights into candidate performance, an interview intelligence platform can help hiring managers make more informed decisions about who to hire. This can lead to improved hiring outcomes, including higher retention rates, better job performance, and lower turnover rates.
Time and cost savings: An interview intelligence platform can automate many of the manual tasks associated with interviewing, such as scheduling and follow-up, freeing up time for recruiters and hiring managers to focus on higher-value activities. Additionally, by reducing the number of interviews needed to make a hiring decision, an interview intelligence platform can save on recruitment costs.
Increased fairness and objectivity: An interview intelligence platform can help reduce bias in the hiring process by standardizing interview questions and evaluation criteria, ensuring that each candidate is evaluated on the same criteria.
Improved candidate experience: An interview intelligence platform can provide a more seamless and efficient interview experience for candidates, helping to create a positive impression of the company and potentially improving the candidate’s perception of the hiring process.
Enhanced analytics and reporting: An interview intelligence platform can provide detailed analytics and reporting on the hiring process, including candidate performance, interview feedback, and overall recruitment metrics. This data can be used to continuously improve the hiring process and identify areas for improvement.
Hiring is broken for various reasons. We’re still interviewing the same way we have for decades, interview experiences are inconsistent across candidates, interviewers are not trained on how to interview effectively, interviewer feedback is filled with bias, and the list goes on. This is all amplified by the fact that organizations truly have no idea what is happening within interviews.
The need to hire faster: A long time-to-hire not only raises the cost of hiring, but it can also cause you to lose top candidates. Many job seekers lose interest in a job if the hiring process is too lengthy. In fact, the top 10% of talent tends to be off the market in 10 days! Through AI-generated highlight reels, teams can more easily collaborate, reducing the number of interviews required and uncovering the right candidate in less than 3 weeks.
Losing candidates to competitors: Candidates have a much better experience when they aren’t being asked the same questions over and over again. They also feel much more connected to the hiring team because each interviewer is prepared after watching highlights from previous interviews. This leads to a huge increase in candidate acceptance rates (typically double!).
Trying to get valuable feedback from interviewers is like pulling teeth: After an interview, do you always have to chase down interviewers for feedback days later? And even when interviewers do provide feedback, is it just 3 unhelpful bullet points of information? We’re guessing you’re nodding your head saying “yes” to both questions right now. With interview intelligence, hiring managers receive immediate feedback from interviewers through live, in-interview feedback reactions. This mitigates the need to chase down interviewers and ensures the feedback provided is actually beneficial to making a hiring decision.
Hiring with certainty: Bad hires are a multi-billion dollar problem for companies. Before making a hiring decision, hiring managers are able to compare candidates back-to-back by specific skills. This cuts the failure rate of hiring in half so you aren’t crossing your fingers that you hired the right person for the job.
Diverse candidates are being disqualified: Interviews are filled with bias, and when you can’t see into each interview, there’s no way to catch bias in the hiring process. Having the ability to re-watch interviews provides fewer best-guesses on why diversity targets are being missed and leads to more data-driven hiring decisions.
Poor candidate experience: Oftentimes, interviewers show up to interviews unprepared and don’t know what questions to ask or they don’t stick to the interview question plan. By using an interview intelligence platform that integrates with your video conferencing tool, every interviewer receives a guided list of skills-based questions, making it much easier for them to stay consistent with every interview. The question guide reduces the risk of bad interviews and leads to a better experience for the candidate.
Selecting an interview intelligence platform that works seamlessly with your current Applicant Tracking System (ATS) is key. Opt for the platform that doesn’t disrupt your current hiring workflows, and if they already integrate with your ATS, there’s less manual work involved.
It’s important to take note of the key features that any interview intelligence platform should have. Otherwise, you won’t be able to reap the full benefits of this type of solution. This includes transcribed interviews, shareable highlight reels, interviewer coaching analytics, interview guides, and more.
Be sure to ask how long it will take to get up and running. The quicker implementation is, the quicker you can start bringing the best people into your organization!
Candidates need to know that they’re being recorded. Ensure that whatever solution you select is dedicated to the privacy of every candidate. We recommend a pre-interview email alerting the candidate that the interview will be recorded.
Every platform that has access to company data should maintain a high level of information security. SOC 2 compliance is one industry standard that ensures sensitive information is being handled responsibly.
Certain pieces of functionality may look great in the demo, but it’s important to consider what’s automated vs. what’s not so you understand how to be as efficient as possible when using the tool.
Software platforms are ever changing. Be sure to find out what’s coming next from a product roadmap perspective. You want to ensure you select an organization that is constantly ideating on how to create value vs. remaining stagnant.
Opt for the solution that offers the best user experience. The easier the platform is to use, the quicker it will be to reap the rewards of what benefits the platform has to offer.
Talent Acquisition: Today’s talent acquisition leaders use real-time analytics and insights to routinely hire the best talent. It’s becoming more and more imperative that hiring decisions are based on data and not subjective opinion. In fact, talent departments that don’t embrace data will continue to have difficulty in hiring top candidates in an efficient, predictable manner. On top of that, most talent departments run totally blind as to what is actually happening within interviews, and without insight, the root of the problem can’t be fixed. Interview intelligence helps to solve this by speeding up the hiring process and mitigating the huge opportunity cost of bad hires.
Sales: The average turnover in sales is 25 to 30%. Direct replacement costs for a sales employee can range from $40,000 to $70,000, while other sales positions can cost a company as much as $300,000. Moreover, these figures don’t reflect the lost sales while a replacement is found and trained, which can add up to 12+ months of quota. This is why it’s so important to ensure you uncover the right sales candidates efficiently and effectively…and that starts with interviewing. Because after all, even the worst salespeople can sell themselves in an interview, but bringing GREAT salespeople into your organization is key to hitting revenue goals.
Engineering: Software engineering is a BOOMING field, and it’s becoming increasingly difficult for organizations to hire software engineers. Many engineers mentioned that they drop out of an organization’s hiring process because of 2 things: time-consuming interviews and not being tested on skills that are relevant to the role. Because of this, running an efficient, structured interview process, providing a great candidate experience, and asking skills-based questions that are appropriate for software engineers will ensure they say “yes” to you over other roles.
DEI Teams: Interview intelligence helps DEI teams meet their diversity goals quicker as it provides advocacy and transparency into diverse hiring decisions. Most importantly, DEI teams have increased confidence to go to bat for diverse candidates, moving from “I really like them” to “they are the best candidate, and here’s why”. Even if your organization has a diverse candidate pool to interview, many of these candidates are still not being selected for the role. This points to a problem within the interview process itself, and interview intelligence promotes fair, unbiased interviewing.
There are several ways that talent acquisition teams can improve their interview process. One way is to carefully craft a set of interview questions that are specifically designed to assess the skills, experience, and qualifications of the candidates. This can help to ensure that the team is asking the right questions and getting the information they need to make informed hiring decisions.
Another way to improve the interview process is to provide clear, detailed information to candidates beforehand about what to expect during the interview. This can help to set appropriate expectations and reduce anxiety for the candidates, leading to a better overall experience.
It can also be helpful to have a structured interview process in place, with multiple interviews or rounds of interviews with different team members. This can provide a more comprehensive view of the candidate and their fit with the company. Finally, it’s important to provide timely and constructive feedback to candidates, both those who are ultimately hired and those who are not. This can help to improve the candidate experience and may even lead to better relationships with potential future hires.
Ask behavioral questions: Behavioral questions ask candidates to describe past situations and how they handled them. You can ask questions such as "Tell me about a time when you had to work on a project with a tight deadline. How did you manage it?" Look for responses that demonstrate the candidate's willingness to put in extra effort to meet a deadline.
Ask about their work schedule: Ask the candidate about their typical work schedule, and how they manage their time. Someone who is a hard worker may mention that they work long hours, come in early or stay late, or take work home with them.
Look for examples of going above and beyond: Ask candidates to give examples of times when they went above and beyond what was expected of them in a previous job. This could be taking on extra projects, working on weekends, or staying late to finish a task.
Ask about their work values: Ask candidates to describe their work values and what motivates them to work hard. Look for responses that emphasize a strong work ethic, a desire to achieve results, or a commitment to quality.
Ask for references: Ask the candidate for references from previous employers or colleagues. Ask the references about the candidate's work ethic and ability to work hard.