Artificial intelligence has become a tool for talent in companies, helping to both attract and retain talent. Fleebe AI is a Spanish startup that helps organizations use this technology to hire employees and unleash their full potential.
Yann, the cofounder and CEO, took some time to talk about his tools and the current intersection between HR and technology.
- How was Fleebe born?
- From a business perspective, Fleebe AI was born from the merger of two companies. On one side is Fleebe Corporate, the AI platform for talent, and on the other is IFIT Solutions, an HR and recruitment consultancy I founded. In discussions with the owner of Fleebe Corporate, we identified a shared interest in HR, the future and the integration of AI in this area. These discussions led to our merger and the founding of Fleebe AI in July 2023.
- Can you tell us how your talent acquisition tool works? What challenges does it help solve in this area?
- Fleebe Corporate consists of two parts: Talent Acquisition and Talent Management. Since the inception of COVID, the world of work has changed a lot, e.g. due to the great resignation and the increase in teleworking. Our platform was originally developed to address these challenges.
In terms of talent acquisition, our platform helps with recruitment. The biggest challenge here is filtering CVs. Recruiters receive many applications and may not have the time to review them all or respond appropriately. Our tool helps to filter these profiles more efficiently, enabling faster responses and quicker hiring processes.
It also helps with the creation of job descriptions. Sometimes it can be difficult to formulate a job offer. AI helps by providing ideas and examples, making the description process easier. A good job description is crucial to finding the right candidate.
- How exactly does the filtering work? Can you specify certain parameters or requirements? How did you set it up?
- In a job description, we specify the required skills. Often we aim for the ideal profile, but set many requirements, making it difficult to find the right candidate. Our filter allows for adjustments, such as reducing the years of experience if no candidate meets the original requirement. The filter is based on technical skills.
- Recognize this directly from uploaded CVs in .doc or .pdf format or via completed forms
- The latter. The CVs are uploaded to our database via a form and from there we can apply the filter.
- How does your talent management platform work?
- Once we have talent, retaining them is a big challenge. Our AI helps in four main areas.
First, it keeps employees' skills up to date. We track what each person is doing and update their profiles with new skills to ensure records are current.
This allows us to quickly assemble the best or most suitable team for internal projects or intrapreneurship initiatives based on the skills required.
AI also recommends training tailored to each employee's current role and career aspirations. It provides a personalized roadmap for development, which is usually a challenge for HR departments in large companies.
In addition, our platform can uncover 'hidden talent' by revealing employees' hobbies and interests outside of work. This information can help managers plan team-building activities that are aligned with their employees' interests.
Finally, AI-generated surveys and feedback mechanisms provide insights for decision-making to understand and maintain employee satisfaction.
- There are some laws in the US that regulate the use of generative AI in recruitment to prevent discrimination and bias. What do you think of these laws?
- I think they are important and interesting because AI algorithms are created by humans and can be instructed to do what we want them to do. Just as we have manually controlled these issues in HR, it makes sense to continue to fight discrimination with AI.
- What other red lines do you think HR professionals should adhere to when using these technologies?
- HR needs to ensure that company policies are adhered to, particularly in relation to inclusion and diversity. Decisions on promotions and other HR actions should be based on performance and merit, not personal relationships. Technology helps by focusing on objective data provided by employees, enabling more accurate decisions.
- What should remain human in the HR world?
- Human relationships. AI can handle administrative tasks and data processing, but human interaction is essential for job interviews and other interpersonal aspects. Society should not replace human relationships with computers.
- What can we expect from Fleebe AI in the medium term? Can you tell us about any upcoming projects?
- We are just taking our first steps and still have a lot of room for improvement. We are working on adding new features to our platform to improve the work of HR professionals.
We want to grow not only in Spain, but also internationally and are aiming to expand in Europe, Latin America and the USA.
- Can you tell us the cost of your tool for organizations? Does it depend on the size of the company?
- Yes, we sell licenses based on the number of employees, but we adapt to the needs of each customer, taking into account factors such as contract duration and specific features. Our prices start at €5.5 per month per employee.
- Do you see a particular sector or industry showing more interest in your platform?
- There is no specific sector. Our solution is suitable for any company with more than 40 employees. At this size, it becomes difficult to know all employees personally and our platform helps to manage this.
- Finally, can you predict how you see the future of HR and recruitment given the rapid advances in generative AI?
- It's hard to predict, but I see a trend towards more inclusive, agile and transparent processes for candidates. Candidates are often frustrated by not getting a response from companies, while recruiters struggle with the large volumes of applications. Technology will help bridge this gap by enabling better communication and understanding between candidates and companies.