ZenHire

Transforming Hiring from stressful to Zen through human & AI synergy

Group 36

Name Email Studies in Summary of Work

Gourav Banerjee gourav.23@tapmi.edu.in India Competitor Analysis

Crystal Rooks rooksc@nsuok.edu USA Competitor Analysis

Samuel Pleitez pleit001@csusm.edu USA Competitor Analysis

Ahmer Sohail ahmer436@gmail.com Pakistan Competitor Analysis

Désirée Pastore desiree.pastore@students.fhnw.ch Switzerland Competitor Analysis

Phathutshedzo phathugloria93@gmail.com South Africa Competitor Analysis

Tshikovha
 Section I. Industry and Competitor Analysis

Who are the competitors of your client company?

• Hirebee
• ZOHO Recruit
• PinPoint
• Hire View
• HiredScore
• Manatal
• HireEZ
• Wade and Wendy
• Intervyo
• qpage

How do they operate? What business model do they use?

Hirebee operates as an AI-powered all-in-one acquisition and candidate relationship

management software. Hirebee is a business-to-business business model with monthly
subscriptions to use their service.

ZOHO Recruit operates as an applicant tracking system for recruiters. ZOHO Recruit is a
business-to-business business model with monthly subscriptions to use their service.

PinPoint operates as an applicant tracking system tailored for internal talent acquisition
teams. PinPoint is a business-to-business business model with a flat yearly rate or a monthly
subscription option to use its service.

HireVue is a talent experience platform designed to automate workflows and make scaling
hiring easy. Improv how you, engage, screen, and hire talent with text recruiting, assessment,
and video interviewing software.

HiredScore provides intelligent recommendations to your recruiters, so they can effectively

prioritize the. Most relevant candidates for very role. Using AI, automation, and deep
integration, HiredScore delivers proactive section-driving recommendations to the right
stakeholder at the right time

Manatal offers a 15-day free trial for users to test it out before making commitments. Scan
job descriptions and search a user’s talent pool. It features drag-and-drop enabled pipelines

HireEZ can pull candidate’s data from over 45 platforms. Access 800 million+ profiles. More
than 30 ATS integrations
Wade and Wendy allows you to offload repetitive tasks, so talent acquisition teams can
provide a more personalized, high-touch experience to their candidates, throughout the
recruiting process. On receiving a job opening and instantly builds a pipeline of matched
talent to engage & inform about the opportunity. Provides 24/7 chatbot about the role
presenting videos, images and insights about the company and role. influx of unqualified
applicants from a posting. It engages with each candidate & submit only qualified, interested
and available talent to the pipeline

qpage Design jobs, automates workflow with assessments, interviews, and emails. It is an AI
assistant, helps to write job descriptions, provide insights, sales or recruiting emails, ask
questions and search for the best suitable candidate.

Automate pipeline, sequence workflow to hire while giving the choice to advertise the job on
different free and paid Job Boards, Social Media and Career site. The machine-led interviews
reduce shortlisting and hiring time while offering video transcripts of real interviews using an
AI model.

What are their products?

Hirebee provides an AI-powered all-in-one service that covers the entire chain of recruitment.
It includes talent acquisition and the management of candidate relationships. Hirebee offers
four price packages: (1) Basic for $127/month (2) Business for $237/month (3) Premium for
$357/month (4) Enterprise for a contract-based price

ZOHO Recruit provides a cloud-based end-to-end recruiting service that also has tracking
solutions with an abundance of features. ZOHO Recruit has four price packages: (1) Forever
Free Plan for $0. This plan has basic limited features. (2) Standard for $30/month (3)
Professional for $60/month (4) Enterprise for $90/month.

PinPoint provides software for applicant tracking for in-house talent acquisitions and people
teams. PinPoint has two price packages: (1) Growth from $600/month and (2) Enterprise from
$1,200/month.

HireView offer two types of uses for their technology. They categorize it as “Use Case” and
“Industry”. They provide a service for campus, professional, hourly, technical for their use
case. While industry service features financial service, hospitality, industrial manufacturing,
tech and telecon, public sectors. While their technology is unique by incorporating both video
interview with IO science and AI.

Manatal offers Application Tracking, candidate Sourcing, Recruitment CRM. This plan costs
$15 per user per month for up to 15 jobs per account. About 10,000 candidates, customers
on this plan can add unlimited guests.

HireEZ has a basic version free of cost forever. You get 3 daily contact credits and 2 daily
Boolean credits. The premium plan with full features and many more credits starts at $79 per
month
Wade and Wendy has offerings for both recruiters and candidates. Wendy is the AI recruiter
that offloads top of funnel recruitment tasks by using sourcing talent from a database of 150
million profiles, weeding out unsuitable candidates, automatic scheduling of the next
recruitment steps, and integration of ATS and CRM on their platform. Whereas Wade is the
personal career guide for the candidates. It is a chatbot that provides real time experience of
having a recruiter buddy for the candidates. Wade actually is the gateway for the company to
get data from the candidates and on the basis of these data points, the program optimizes
itself.

Qpage provides three price packages The starter pack is free of cost and has tons of features
such as AI-led interview assessments, questionnaire builder, AI sourcer which provides
around 200 candidates for every job post, AI Matcher which makes keywords irrelevant by
extracting skills from a candidate's background documentation, AI interview which reduces
shortlisting and hiring time while offering video transcripts of real interviews using an AI
model. The price information for Standard and Pro packs are provided on contact.

How do their products and prices compare to yours?

Their products offer more features and are less in price.

Strengths and weaknesses of your client compared to the competition.

Strengths: ZenHire offers an AI interviewer that does not need help from humans.

Weakness: ZenHire has a much higher price than the other competition and offers fewer
features. Hirebee, ZOHO Recruit, and PinPoint can always innovate their features with a
similar AI function.

What threats and opportunities do these strengths and weaknesses present?

Threats: Potential clients may not want to pay the more expensive price. Buying power may
lead to ZenHire lowering ideal price. Other companies such as qpage are also in the process
of introducing AI based video analytics for interviews. They can match up the offering at a less
price point than ZenHire

Strengths: ZenHire has already ahead of the AI-technology interview feature. This technology
takes time. If other companies want to enter this market, it will take them time to develop
and implement the service. ZenHire will be leading the market in this area.

Do they sell a service or a digital product?

Hirebee, ZOHO Recruit, Wade and Wendy and PinPoint all sell a service. While qpage and
Intervyo are products
Who is their target audience?

Hirebee has a target audience of startups and SMEs.

ZOHO Recruit has a target audience of freelancers, startups, SMEs, agencies, and enterprises.

PinPoint has a target audience of startups, SMEs, and enterprises.

HireView Their main target audience will be global enterprises looking to simplify hiring
process.

HiredScore Their main target audience they serve are fortune 100 companies. They also try
and seek global enterprises. And offer their services at scale to simply talent acquisition.

Wade and Wendy seems to offer their product to small and medium industries who are short
staffed

Qpage early-stage startup, corporate or non-profit organization

How do their products or services compare or differ to ZenHire’s B2B app and ZenHire’s B2C.
Mock Interviews?

Hirebee, ZOHO Recruit, and PinPoint all have several features for attracting and selecting
applicants for jobs. None of them have an AI interviewer. Hirebee does have a feedback
option for candidates thru their profiles. PinPoint and ZOHO Recruits do not indicate that
they provide feedback to candidates once the interview is complete.

One of HireVue strengths is it can hire at-scale online. There technology allows them to filter
and give out interviews using IO and AI science and technology

HiredScore can instantly identify priority candidates, transparent candidate

recommendations, and real time ATS integration. One of their unique features to their AI is
they try and serve ethical AI designed to meet the highest global standard.

Wade and Wendy’s candidate chatbot is a very smart way of getting data points about their
candidates and build a wholistic profile of the talent relevant to job descriptions.

Qpage strength is that they are providing a one stop shop for all the hiring needs. Their
platform provides services from the start of hiring funnel till the end including hiring and
onboarding.
 Section II. Product Development

Task 1. ZenHire needs you to generate an interview (input) as a beta tester and required us
to apply as “Junior Business Analyst”.
ZenHire wanted us to apply for “Junior Business Analyst”. Once there, we were required to
upload a CV with our name and give a mock interview.
All of us group members are done with mock interview. We have uploaded our CVs on the
portal too, just as asked.

Task 2. By following the guidelines of their head of HR, Romana, ZenHire wants us to
help them in labeling the interview videos from the point of view of HR.
ZenHire wants us to help them label the interview videos based on the criteria given to us by
their Head HR Romana. But the problem is, the links given to us, to get the know how material
of labeling the interviews, are not working.
We have emailed X-Culture admin in this regard and asked them for their guidance. They told
us to skip this part until further instructions from ZenHire comes.
The evidence of correspondence of one of our group members with the X-Culture admin is
attached below

Figure 2 Query email to X-Culture admin Figure 1 X-Culture admin reply stating to skip the part
 Section III. Product Development

Blog 1. How to interview for a product manager?

Product management is as much an art as it is a science. They are the CEO of their product
and are ultimately responsible for the success of the product. The product manager's daily
job can be divided into three main areas:

Product development
Product Marketing
HR and other areas

The main philosophy should be to ask situation-based questions that test the thinking
process, knowledge, and past experiences of the person answering the question.

If we ask them questions on product development, then some sample questions can be:

There are multiple user stories to cover in this sprint, how will you choose which one to do
and track their development?
Answer: I will first put all the requirements through the RICE matrix test. There, I will prioritize
each task as per the requirements that score the highest. Here Reach, Impact, Confidence,
and Effort are the 4 parameters on which the priority score will be calculated.
Once the priority score has been calculated, I will communicate to the entire team which user
stories have been selected and which have not. In my past experience, it is important for each
stakeholder who shared a user story to understand why his user story was not selected in this
sprint. This makes them interested in providing requirements in the future. Next, to track the
development, I will be using techniques like the Gantt chart and burn up/down the chart.

Your design team and development team is at loggerheads over the implementation of a new
design in the software how will you handle it?
Answer: I would start by meeting the design team and understanding what design they have
suggested, why it is important, what the benefits of implementing it are, and what the loss is
of not doing it. Then I would meet with my development team and ask them what the specific
reasons are they are opposing the changes. I would ask them what their requirements are to
do this job. I would try to negotiate with them for the best possible solution. Once I get the
cost from the development team and the proposed benefits from the design team, I will
conduct a cost-benefit analysis.
If the results show that the cost outweighs the benefits, I will ask the design team to think of
other ways to make the cost outweigh the benefits. On the other hand, if the benefits
outweigh the cost, I will ask the development team to go ahead with the project with the
minimum amount of extra resources required.
The idea must be purely evaluated based on its merit rather than the seniority or functional
role of the employees. In my experience, some of the best ideas have come from the
development or design team.

If we ask them questions on product marketing, then some sample questions can be:

How will you increase the ARR, number of users, and various metrics for the product?
Answer: I will first check what the past strategy was and what the current metrics are. Then I
would see whether these are the best metrics to measure the product's performance or not.
Then I would sit down with my marketing team to create a strategy that has the best
possibility of getting the expected returns. After that, I would monitor the strategy and discuss
it with the marketing teams.
Also, it is important to meet with the sales team and understand what our customers really
want. This will help us improve the product or service, which will in turn improve the metrics.
Also, I would design strategies to increase users through product promotion, strategic tie-ups,
and other methods to increase our users. In my experience, it is important to calculate the
cost per new user acquisition to understand the overall effectiveness of the new user
acquisition strategy.

What will be your Go to Market strategy?

Answer: I will first conduct a market gap analysis, this will help me understand what
underserved market segments our product can target. Then I will develop the go-to-market
strategy with my marketing team. In my experience, it is a good idea to verify the entire
strategy with the sales team, as they understand the customer's pulse the best and give us
the best feedback.

If we ask them questions on HR, then some sample questions can be:

Your key team member asks you for an unplanned leave during an important release week
how will you respond?
Answer: I will first ask him if the leave can be delayed. If it can be delayed, I will request that
he delay the leave. In that case, I would assess the impact his departure would have on the
release. I would then ask the rest of the team to contribute a bit extra to make up for the
team member going on leave. Then I would prepare for future backlogs and inform other
stakeholders of possible delays.

There is interpersonal conflict among two team members, how would you resolve them?
Answer: I will hold meetings with both of them separately and listen to them with an open
mind. Then I would try to find possible ways in which they could contribute to the team
without any animosity. Next, I would invite both of them to a meeting with a senior HR
professional experienced in conflict resolution who is present on the team. The best solution
will be to find a solution to the problem. In case it is not possible, I would find ways in which
they can both contribute professionally to the team's most productive work. In my
experience, team bonding activities help us get through this situation and achieve better team
dynamics.

How do you motivate your team to perform better?

Answer: I would host sprint appreciation meets where the best performers in that sprint
would be appreciated. As I have seen, sometimes appreciation comes too little and too late
to have the desired effect. Thus, it would be my priority to have them bi-weekly and set up
normative control to gain the best performance from the team members.

Blog 2. Will traditional interview methods work in the new age

A job interview is something that makes people stressed. It has had that effect for ages. The
times have changed, and so has the mode of interviewing. It is not a secret that the same
tactics that were given to a candidate in a traditional interview are no longer applicable in the
digital age.
We are not just talking about the mode of the interview but also the mentality with which an
interview is conducted. Firstly, let's talk about the mode of the interview. In the traditional
mode, the candidate was supposed to reach the location on time and wait in the lobby. The
interviewee has to be dressed formally from head to toe. The interaction was much more
personal. You felt the environment around you inside the room, trying to gauge how the
interviewer was feeling about your answer. Then you waited for the call from HR.
Fast forward to this day and age, where we generally have our interviews in zoom. The
interviewee logs in barely seconds before the scheduled time. In most cases, the candidate is
dressed in the top part only. Sometimes the interviewee doesn't even switch on their video.
This makes the candidate a bit more cut off from the environment.
Now, if we look at the attitude of an interviewee, it has changed much. Firstly, we have to
accept that the entire hiring industry has gone through a technological revolution in the past
decade. We have shifted from a highly manual process to a highly automated process. Now
we have technology that not only helps the company manage the entire lifecycle of an
applicant, from application to onboarding, but also keeps the candidate informed about each
stage.
This has brought a sense of transparency that is expected not only by companies but by
candidates too. The candidate feels that he is an important stakeholder in the process and
should be updated about it. The companies have expanded fast and are unable to find the
right candidates for the job. This has caused an unprecedented amount of demand for talent.
To fill this gap in the age of globalization, companies today do not look for candidates who
are afraid to take bold steps.
This has made the interview process shift from typically asking questions on theoretical topics
to more situational-based questions, where more than the answer the interviewee is
interested in is the approach taken to solve the question. The candidate firstly should be able
to understand all the aspects that need to be addressed. For example, if we are asked, "How
will you market a new soda?” a candidate must first ask what the current competition, target
market, cost of production, and market price of each unit are. Once he has thought about all
of these, can he answer what marketing strategy should be applied?
This makes the interview process more of a discussion than a pressure cooker. The candidate
should show calmness, the ability to think logically, and good communication skills. There is
a common saying that a candidate with medium skills but a brilliant attitude is far better than
a person with a poor attitude and brilliant skills. In this day and age, every team is a cross-
cultural team where you have team members from various cultures, demographics, and
socio-economic backgrounds.
Only a candidate with the mindset of a team player can thrive in this VUCA world. During the
interview, a candidate must weave into his answers how he will utilize the diverse thinking
processes and capabilities of his team to solve a problem. This shows the candidate's presence
of mind and his importance to teamwork.
Starting with the process of resume writing, new job seekers must understand the importance
of including short and relevant points in their resume. A candidate's win in a second-grade
costume competition is of little to no value to the interviewer. The worst thing a candidate
can do is give such low-value information at the top of the resume, thus killing the
interviewers' interest in the rest of the document. Your resume must start with the most
recent and important information at the top.
This brings us to the next point a candidate must keep updating the resume with points that
are relevant to the employer. Reading the JD is very important. Most candidates blindly apply
for a job posting without reading the JD. A candidate must thoroughly read the JD if he is
interested, and then he must modify his resume with keywords from the JD. The general
format is "problem statement," "action," and "result." This helps the interviewer understand
the candidates' work quantitatively.
A question that interviewers have asked for ages as an opening question is “tell us about
yourself." This is an important question since you can set the course of the rest of the
interview here. So, it is desired that a candidate say things that are not present in the resume.
You should state those points that you think will make the interviewer interested, and they
will question you about them. Thus, this question is the most important, and a candidate must
be well prepared for it before going for an interview.
Before going for an interview, it is highly advisable that the candidates look at the company's
website and understand what they do, the culture they have, and anything else they think is
important. The interview is the opportunity for the candidate to demonstrate how he will
benefit the company. The answer to this question will be easy when you are able to align your
strengths with what the company wants to do. By clearly showing how you add value to them,
your chances of selection become higher.
A candidate today is expected to have some questions for the interviewer. Asking relevant
questions shows your interest in the job posting and that you came prepared for the
interview. It shows your good attitude.
 Although we see a different environment in today's interviews, it must be kept in mind that
taking an interview takes a substantial amount of time for an interviewee in terms of
preparation and also incurs a cost to the company. This makes it highly important for both
sides to make sure the interview is as fruitful as it can be, making it a two-way exchange.

Entry Modes and Partnership

Influencer marketing

Influencer Anna Belyaeva

Link to the main social https://instagram.com/thecareerdiet?ingshid=YmMyMTA2M2Y=
media https://www.tiktok.com/@thecareerdiet?t=8X5ajV0uUCk&_r=1
Number of
followers/subscribers Instagram = 103K, Tiktok =68.0K
Engagement Rate (%) 5% to 20%
Individuals looking for a job, looking to change jobs, looking to network and
Target audience
improving interview skills and resumes.
Specific-To build an audience and create a social media presence about the
services ZenHire offers through a trusted and successful influencer like Anna
Belyaeva. Use online and social media presence to Grow ZenHire's client base
and market services.
Measurable - Increase the number of clients of ZenHire and online interaction
by 25% each year.
Objective(s) of the Achievable - Increase clients of ZenHire by working with Anna on what social
collaboration (use content will appeal best to potential clients. Create a social media content plan
SMART* objectives) to grow online and social platform user traffic. Collaborate with Anna to
Influencer 1 highlight mock interview services.
Relevant - Grow clients of Zenhire. Create a social media plan for Instagram,
Facebook, and TikTok.
Time-Bound - Initial collaboration with Anna should last 6 months. If more
collaboration is needed, an evaluation of what needs will need to be focused on
in the next 3 to 6 months.
Anna will guide ZenHire in what content would be most likely to receive the
Detail of the proposal. most traffic. She will create content that highlights ZenHire and the mock
(e.g. What should the interview and feedback services. Anna will post content to her Instagram and
influencers do? Why
Tiktok platforms. She will also add a linkto find out more about ZinHiire on her
should them accept the
"The Career Diet" Linktree landing page. ZenHire will also show support for her
collaboration? What can
we offer to them?) on the website
and offer her payment for services.
Increase brand awareness
Increase in Mock interview users
Expected results (use
*Increase in user growth ((Present User Amount - Past User Amount)/(Past User
proper KPIs)
Amount)) x 100
*Maintain high retention rate ((CE -CN)/CS)) x 100
 Influencer Diksha Arora
Link to the main social
media https://www.instagram.com/englishcompiled/
Number of
followers/subscribers Instagram 801K
Engagement Rate (%) Instagram 1.2% to 15%
Individuals looking for interview coaching, growing career, maximizing LinkedIn
Target audience
profile
Specific- Increase ZenHire's client base and online presence through trusted and
successful influencers like Diksha Arora. Collaborating with Disksha to help
increase the use of ZenHire’s mock interview and feedback feature.
Measurable - Increase the number of clients of ZenHire and online interaction
by 25% each year.
Objective(s) of the
Influencer 2 Achievable - Increase clients of ZenHire by working with Diksha through her
collaboration (use
social media content to maximize the use of ZenHire's mock interview service.
SMART* objectives)
Relevant - Grow clients of ZenHire. Create a social media plan for Instagram to
post content highlighting mock interview services by ZenHire.
Time-Bound - Initial collaboration with Diksha should last 6 months. If more
collaboration is needed, an evaluation of what needs will need to be focused on
in the next 3 to 6 months.
Detail of the proposal.
(e.g. What should the Diksha will guide ZenHire through creating social media content for her to post
influencers do? Why on her Instagram page promoting ZenHire's mock interview services. She will
should them accept the also help market ZenHire thru her Instagram links and Treelink landing page.
collaboration? What can ZenHire will also show support for her on the website and offer her payment for
we offer to them?) services.
Expected results (use Increase in the number of users of ZenHire's mock interview and feedback
proper KPIs) feature.

Influencer Boris Kiselev

Link to the main social TikTok: https://www.tiktok.com/@careerwithboris
media Instagram: https://www.instagram.com/careerwithboris/
Number of TikTok: 681.6K
followers/subscribers Instagram: 105K
TikTok: 1.9% to 30.8%
Engagement Rate (%)
Instagram: 1.9% to 13.3%
Target audience Individuals looking for interview tips and career success
Specific- Increase ZenHire's client base and online presence through trusted and
successful influencers like Boris Kiselev. Collaborating with Boris to help increase
Influencer 3 the use of Zenhire's mock interview and feedback feature and grow ZenHire's
brand awareness.
Measurable - Increase the number of clients of ZenHire and online interaction by
25% each year.
Objective(s) of the Achievable - Increase clients of ZenHire by working with Boris through his social
collaboration (use media content to maximize the use of ZenHire's mock interview service and
SMART* objectives) generate excitement about the brand.
Relevant - Grow clients of Zenhire. Create a social media plan for Instagram and
TikTok on what to post to highlight mock interview services by ZenHire. Create
buzz and interest in the brand.
Time-Bound - Initial collaboration with Boris should last 6 months. If more
collaboration is needed, an evaluation of what needs will need to be focused on
in the next 3 to 6 months.
 Boris will collaborate with ZenHire on creating social media content about
Detail of the proposal.
services provided by ZenHire. Boris will make regular posts about ZenHire's mock
(e.g., What should theinterview and feedback service. Boris will provide a link to ZenHire's on his social
influencers do? Why
media platforms. This link will provide individuals a way to learn more about the
should them accept the
services Zenhire offers and how to connect with the brand. ZenHire will also show
collaboration? What can
we offer to them?) support for Boris on the website by featuring a link and offer him payment for
services.
Increase brand awareness
Increase in Mock interview users
Expected results (use
*Increase in user growth ((Present User Amount - Past User Amount)/(Past User
proper KPIs)
Amount)) x 100
*Maintain high retention rate ((CE -CN)/CS)) x 100