As companies seek to build a diverse workforce, the biggest challenge seems to be finding candidates from historically underrepresented groups, often because companies don’t know where to look. Tatio, an Israeli startup from a handful of HR veterans, has built a platform that helps connect companies with candidates who have skills but may not have a traditional resume.
The company today announced a $5.3 million seed investment.
Tatio CEO Maya Huber says she and co-founder COO Mor Panphy have more than a decade of experience leading HR companies. They experienced the frustration of trying to place unrepresented people in different positions, and the biggest problem was getting the candidates in the review review forum.
“Every solution out there still relied on resumes as the first step to get people to apply. And we thought there had to be a different way because when we’ve worked with underrepresented populations over the years, we’ve found that reports often don’t reflect a person’s true abilities,” Huber explained.
The company has developed a solution to help Cubans fill vacant positions with qualified employees, but traditional certificates. “These hidden workers are a disproportionately underrepresented group. TaTiO provides sources and job seekers with AI job experience simulations and screening and pre-qualified candidates for employers to interview,” she said.
The company has built a two-sided marketplace. On the one hand, they bring in candidates and then conduct tests that simulate the job the person is applying for. The idea is that if the person performs well enough, they should be able to do the job. But the key is getting them past the resume hurdle.
We track candidates and engage them in tests that mimic the core duties of the job…so if you’re applying for a sales rep job, you have 20 minutes to close three deals. We give you the lead pipeline you need to qualify and engage with prospective customers,” she said.
Using a basic machine learning model, they evaluate and score candidate performance and then match those candidates to the goal of landing a job.
The company says these models should be improved over time as they gather more data on each type of simulation. For now, the goal is to find someone who is a good match for an open job with a particular employer, but in the future the company hopes to demonstrate skills beyond what is clearly tested.
They get candidates from a variety of sources, including partnerships with non-governmental organizations and ongoing education and training programs that work with the poor.
The test will measure the result. Unless the candidates identify themselves, it is difficult to know how many are from an underrepresented group. The hope is that in collaboration with the companies using their services, they can gather more information about the relationship between their diversity hiring success and the use of the Tatio platform. Huber says companies using the platform are reporting improvements, with some increasing their margins by 25 percent after using Tatio.
The company currently has 16 employees with more than 75% women, although they are still trying to find more women in the engineering team. There is an age gap with some workers over 50 and some just starting their careers. So they are trying to practice what they preach in terms of diversity.
Today’s seed round was led by Mensch Capital Partners and Cresson Management with support from Cerca Discovery, Tau Ventures Ltd., Techstars, GoodCompany and several other industry angels.