Services

Craig Gjelsten (00:04):
Neighborly is a franchisor of home services all through separate branded entities, which are all part of Neighborly. The issue we're facing right now in the trades industry is we have a mass exodus of people leaving the industry and we don't have the same volume of new people coming in to fill those positions. In my role, it's imperative that I keep up with what's happening in the recruiting world, and right now what's important is speed, and that is an element that Paradox has provided that we didn't have previously. Primarily through Automation Paradox has changed the overall value proposition for our franchisees in that we've offered them a system which is efficient and effective, much more so now than what they previously had because of the automation features. It's also saved our franchise owners up to six hours per week in administrative time, allowing Maya our assistant to do many of the processes that they had to manually complete before. We also found out that one third of interactions are happening outside of normal business hours, which allows our franchise owners to have a little bit more of a personal and a family life as well. Paradox has been much more than just helping us with text to apply. They helped us examine every facet and element of recruiting that we were previously doing based on their recommendations and their prior experience with other clients. So it's really been a valuable relationship above and beyond just recruiting as we know it.

Steffanie Chaviano (00:10):
In our space, we get so nervous about ai, get scared that you're losing that people element. What I have learned and what I'm so excited about is that if you utilize it in the right way, it actually is an incredible partner.

Carlos Fernandez (00:25):
So working together with paradox, we put our emphasis to capture, to really drive that forward.

Speaker 3 (00:32):
And so we've been able to really increase, not just show rates for interviews, but really our conversion of applicants to interviews.

Shay Johnson (00:39):
Being able to look at a candidate's profile and see not just an application, but having an offer and an onboarding experience, all going through the same sort of virtual assistant that's keeping everything consistent, that's keeping everything moving.

Rebecca Volpano (00:51):
So if I'm a prospective candidate, I can engage with Olivia and get my questions answered. I can also use the quick apply process to get myself in front of a recruiter. So if I think about what

Steffanie Chaviano (01:04):
The right way to hire is, it's utilizing tech in the right way so that recruiters and others have the bandwidth to have the right conversations with candidates and really bring in quality and present quality to your hiring managers.

Shay Johnson (00:03):
I don't see Paradox as a product. I don't see it as a technology vendor. I don't see it as any of those things. It's really just they're a partner. We go to Paradox because we just feel like they get it.

Rebecca Volpano (00:14):
I'd like to think of it as an extension of a recruiter super powering our teams and giving us the ability to spend more time with people.

Shay Johnson (00:35):
Paradox is different because it's extremely efficient. It allows us to talk to our potential candidates in a faster and friendly way. We think we've saved about 35,000 hours getting interviews scheduled.

Seema Shah (00:52):
We have answered over 190,000 questions from our candidates for them to be able to respond and let us know that they're interested in working for us. This is where the value is.

Craig Gjelsten (01:11):
It was previously taking our franchise owners on average, about five days to schedule an interview, and now on average across the brands, we're scheduling interviews in under nine minutes.

Carla Delich (01:24):
The speed to scheduling with Paradox has absolutely been a game changer. It's taken off about three to four hours a week so that they are able to put that back into just running their business. The biggest impact that Paradox has had.

Rebecca Volpano (01:40):
On our candidate experience has actually been decreasing the time to apply. We've seen a cut of basically a half of the amount of time that it would take someone to fill out our application. Usually through the more conversational AI application, automating what can be automated, giving us nudges and reminders to do certain things in certain ways, and all providing more opportunity for us to build genuine human connection.

Cassie Vasco (00:05):
So I think that conversational AI has helped us in many ways, but one of the ways that I would say in this space is it's been able to greatly improve our time to fill and shorten it so that it makes us more marketable in our industry. Our frontline strategy team at Sodexo was really understanding that we needed to catch up. We knew that it was critical that we meet our candidates out there, where they were at, and what we were really focused on in the beginning was our lagging time to fill. Certainly bringing Paradox on and speeding up and getting candidates in as employees really changed that for us, and it made it quicker. In Sodexo's space, we have both recruiters and operators using paradox. Taking the job of connecting with a candidate for the first time out of their hands is a huge time saver and a value add. But the conversational ai, it allows us to communicate with people that speak many different languages. Diversity and inclusion at Sodexo is really critical, and being able to reach populations that speak multiple languages and feel comfortable in that space, I mean, that's a great opportunity to extend our philosophy and engagement.

(02:41):
And so that feeling that a person is helping our candidates connect with our company is really leading in the marketplace.

Shay Johnson (00:10):
I lead our talent acquisition teams, and I really focus on entry level talent and then really coordinate with those teams to help those people grow their jobs into careers. For a company like us, we have, at any given time, 13 to 17,000 jobs posted, putting it on them to go and find their job. That's a terrible job seeker experience. A few years ago, we thought it was great if your application was just online, and now it's become all about how do you really recruit candidates? The volume that we're recruiting them at, how do you connect with them? On a personal level? Paradox fits into all of it. We use on-demand video interviewing. We use automated scheduling. Paradox owns and operates our career site environment. We've been using conversation as the foundation for how we recruit and how we interact at scale, and now the expectation for that conversation has just leveled up. It's not just call and response or chatbots anymore. They expect real answers and real time customized to them. What I'm really excited about with our career site today through Paradox, it doesn't matter where we're advertising our jobs or how we're promoting externally. We want to match job seekers to the most relevant jobs.

(01:17):
Just having Olivia, assisting our candidates, helping them search for jobs and helping them through our apply process is one of the key reasons why we're able to get enough applicant volume to support our business and our growth, and without it, we would be pretty lost. We say this all the time at Compass Group. Anytime we have a question, a problem, something we need to solve for, somebody raises the hand and says, have we talked to Paradox about this? That's what the relationship means to us. We really look at them as business partners, people that can help us think through and innovate and solve for not only our problems today, but the problems that we're looking ahead to the next two, three years down the road.

Steffanie Chaviano (00:05):
Before we partnered with Paradox, we were hiring on average about 400 behavior technicians a month. Pretty quickly, I would say maybe three months post implementing Paradox. We were able to get to 600 hires a month, and that maintained pretty steady. Within recruiting, we were dealing with just inability to figure out how to hit higher than 400 hires a month. We desperately needed to figure out how to bring in a higher volume of hires. It was a really manual, inefficient process when it came to the volume that we were kind of dealing with on a day in, day out basis.

(01:32):
Our retention has improved pretty dramatically since we rolled Paradox out. We saw more than seven hours of time saved per recruiter per week. We've been able to move coordinators into recruiter roles because it really reduced the need for coordinators to go and do the paper chasing. By implementing conversational a TS, we were able to double our hires and our recruiters were able to focus on the work that they really love to do, and it's just been a game changer for the team. It's allowed us to increase our hiring without increasing headcount and just provide a better overall experience for our candidates.

Rebecca Volpano (00:05):
Before Olivia, we were scheduling candidates in roughly 26 hours, and now with the introduction of Olivia, our scheduling time is down to 18 minutes. When we went from email to text, we broke our system. We broke what we knew was great about Cielo and the way that we work, and so it was really exciting to see what we thought was good and what we thought was the right number really wasn't even scratching the surface because we weren't getting in front of as many candidates as we could have been.

Shay Johnson (00:05):
Olivia with paradox is taking over so much of that minutiae, so much of those administrative tasks that recruiters have typically had to do. And now that we're really heavily leveraging prerecorded video and scheduling, it's our managers. So if you're a busy manager just trying to operate your business, that can become extremely cumbersome. So with Olivia, it really takes all of that workload off of our managers and it becomes as simple as a few clicks of the button. So again, at scale with a large organization, it's just been transformative. To have a tool like this prevented us to have the need for hundreds, if not thousands of recruiters active at any given time.

Steffanie Chaviano (00:04):
Our biggest need really is being able to have a solution that answers a lot of different problems. We aren't just looking for warm bodies, we are looking for individuals who maybe have a bachelor's who have experience within this specific skillset, which is providing behavior therapy to kids that are on the spectrum. If it is the right position, my recruiters can really focus on having those meaningful conversations, and Olivia will be able to provide that for us. We'll give the recruiters that time to do that.

Rebecca Volpano (00:05):
We were definitely ahead of the curve with some of the email-based scheduling solutions, and we started to see this little drop off, and then it became more apparent over time. That email really wasn't the channel to connect with our talent, and when we made the switch from email-based communication to text-based communication, we saw tremendous results. I think meeting the candidates where they are is going to be the best way that we can ensure that we're getting in front of the entire market and not just a small subset of candidates.

Shay Johnson (00:05):
I mean, the pain point then was just application, right? Just the job application, how cumbersome a job application can be. And now it's become so much more than that. And so I'm just really grateful that we chose Paradox as a partner because what started out as applications are cumbersome and take a long time to complete, and now it's become all about how do you really create efficient work for recruiters? How do you connect with them on a personal level when you don't have enough people to connect? And so I think it's just interesting that a pain point started out as applications are not fun, and now it's become so much more than that.

Derek Braun (00:04):
The problem was we'd have all of these applicants in this new system. They applied over the weekend, and it would take seven days for us to contact or reach out and chat with these people. We implemented Paradox and Olivia even more specifically as an outgoing message programs, allowing us to cut that timeframe from time to contact, from seven to 10 days down to 12 to 24 hours. If you can't email somebody anymore, you can't call 'em. The only way you can contact 'em is via text message. It's imperative that that was part of our implementation, and that's why we chose Paradox because the platform was so simple to use.