Episode Transcript
Kyle James (00:00.952)
Hey, welcome to the AI Chronicles podcast. I'm your host, Kyle James. Today we'll be diving in headfirst into how a performance hiring software platform called Discovered is using AI inside of their own business. We'll share the exact steps that you can use in order to implement AI for yourself. Before I dive into that, listen closely. Are you looking to implement AI inside of your own company or just struggling to get your AI to stop hallucinating? Speak to GPT Trainer.
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Schedule consultation today. Once again, that's gpt-trainer.com. Today I have with me Fletcher Wimbush, is the CEO of Discovered, a performance hiring software that focuses on automating the recruiting process using the power of AI. Hey Fletcher, welcome to show. How are you doing?
Fletcher Wimbush (01:17.675)
Doing great. Thanks for having me, Kyle.
Kyle James (01:19.714)
Yeah, super excited for this conversation. tell us, you know, for everyone listening in today, like how did Discovered come to be and like, give us some background to what the company does.
Fletcher Wimbush (01:29.079)
Yeah, well, I mean, since I've been 16, I've thought about the importance of getting the right people on the bus and in an organization. I squarely believe that who you hire is the most important thing we do as leaders and hiring great folks that drive business results and ultimately revenue for those companies. I think that's couldn't ever be clear in this current day and age. You know, you look at
Organizations like open AI or Mark Zuckerberg is now all in the news You know, it's he's out there so he is going to be the face of metas recruiting efforts in AI and they're paying in the Six or the nine figure plus, you know million dollar ten million dollars who will pay ten billion to hire one of their AI guys back
Kyle James (02:15.457)
Cheers!
Fletcher Wimbush (02:17.546)
That was a very complicated deal. They bought off his old company, but effectively paid the guy $10 billion to come back to work for them. know, chat, GPT and open AI are paying millions of dollars. These are the companies that are automating hiring or automating, you know, the world, right? and their most valuable asset is guess who? People, the people, right? Yeah. Sorry. Yeah.
Kyle James (02:19.79)
Yeah, yeah.
Kyle James (02:33.133)
Mm-hmm.
Kyle James (02:39.01)
The people. I could have guessed it.
Fletcher Wimbush (02:43.286)
So anyways, I've just had a lifelong passion for that. yeah, you know, our goal is to, you know, with AI, mean, the future of hiring will be, hiring will be fully automated or fully enabled and fully supported with AI. There's no doubt about
Kyle James (03:03.254)
Yeah, yeah, absolutely. So you're, seems like you're right. You're using AI over at discovered. And I think it's fantastic what you guys are doing before we dive a little further though, like tell me, why did, why did discovered and your team decide to start using AI in the first place? And like, what types of challenges were you even trying to solve with it?
Fletcher Wimbush (03:24.094)
Yeah. Well, prior to AI, know, creating and executing a kind of science backed or, know, a really proven recruiting and hiring system was extraordinarily labor intensive. There are a lot of things that you do prior to starting, which most people in the past would just totally like fail at because they just would never take the time to do those things. Like writing a decent job description, right?
They half ass it, they mail it in, they steal it from a competitor. They copy something. It's not, doesn't actually do, there doesn't serve their purpose very well, to writing great job advertisements or coming up with interview questions are coming up with candidates scorecards. so all of these things, people just skip, they go straight to half ass job advertisement on indeed. They start getting irrelevant candidates and they wonder why they can't hire anybody good or.
they do hire somebody and they totally missed the mark is because they didn't have clarity on what good looked like because they never spent the time to do that. AI does that in like two seconds these days. So, and there's so many just human components and anytime you have humans involved in something, as nuanced and as complicated as making a good hiring decision, they fail.
Consistently and we know this because you know more than 50 % of hires don't make it right so we know humans are really bad at this game, right?
Kyle James (04:53.111)
Yeah.
Yeah. Yeah. And especially like with the hiring process, like there's, you know, coming from like, I've, you know, I was a career for a couple of years back and like just how companies are so they tried to be as thorough as possible. Cause it's all about, Hey, how can we get that offer out to the candidate or how do we keep that written? know, the retention of like a new hire and keeping them on board. And like, there's so many different things that go into it. And for you, like as, as discover has been like, you know, implementing AI and probably different aspects, like walk me through.
maybe kind of step by step, like what exactly is AI playing a role in the new process?
Fletcher Wimbush (05:30.871)
Yeah. So I mean, the hiring process, right? That's what it discovered does. um, we, you know, uh, bought a new URL discovered.ai. mean, we're all in, uh, so AI is in interwoven in every aspect of helping people execute the hiring process today. And it's, it's continuing to get better and better every single day, uh, where it will do at some point, uh, today, it kind of already can, but
And it will be more about the candidates willing and becoming more acclimated or accepting that they're going to be going through an AI sort of driven process. So I predict in the next five to 10 years, it's just, that's, it's going to be fully done through AI minus the final, maybe meeting between you and you and I, where we go, okay, this is great. I like you. Good. You're in, you know, let's go. know, assessments.
Kyle James (06:22.542)
Yeah, the last, yeah. So it's like passing all the, all the initial like tests assessments, right? Cause then I mean, that's most of it, right? It's like some of like initially with human it's like, okay, first call second, third, but like at the final, it's the actual, okay, it's the hiring manager you're going to be connecting with. Okay. It's going to be your boss that you're going to be connecting with, but it's like everything else in between or before that it's okay. Let's check these boxes. Make sure that you are a good fit for what this organization is looking for.
Fletcher Wimbush (06:47.284)
Yeah. And that's what Discover does, right? You say, Hey, I need to hire a construction superintendent and voila, here's your job advertisement, your job description, your candidate scorecard, your interview guides, your interview. like actually creating a, like a tool to interview the candidate. All right. Here's a link candidate answer these questions. by the way, here's a hyper custom specific assessment for that role for your industry.
Kyle James (06:58.574)
Mmm.
Fletcher Wimbush (07:15.178)
So down to the nuance of like, well, you're going to be a commercial construction project manager versus a residential new home builder versus a custom home builder versus a builder who does data centers versus one that does restaurants versus one that does sky rises, all very nuanced differences. So it's kind of a great way to understand the power of AI here in the past. Nobody created content or tools or
gave you blueprints to hire a guy who is proven at building skyscrapers. They just gave you kind of a general, maybe, on interview guides for superintendents. So we don't need to know anything other than what you want to hire. Cause you've already told us who you are. You give us your website link. just know all that information. It goes in, creates the job advertisement, job description, candidate scorecard, interview guides.
Kyle James (07:49.304)
template or like blueprint. Yeah.
Fletcher Wimbush (08:09.546)
assessment tests, skill and knowledge-based type tests, behavioral assessments, interviews, and then it posted on all the major job boards, candidates come in, and then it evaluates the resume for a match at extraordinarily high reliability levels. So it's at near human perfection in its ability to say, yeah, that person is highly likely to be a fit for all these reasons, right? And it justifies it and defends it's there. then
Kyle James (08:09.707)
Yeah.
Kyle James (08:23.502)
Hmm.
Fletcher Wimbush (08:38.934)
And so now the human goes in and they say, okay, that candidates moving forward in the process. They've been asked to complete assessments. They've done an interview. We've checked their references. Here's a full package. Kyle, do you want to talk to Fletcher? And you go, yeah. And then, oh, by the way, it reaches out and it schedules me reminds me to be there. It delivers all of the value proposition content, right? Like
Kyle James (08:45.058)
Mm-hmm.
Kyle James (08:50.966)
Wow. Yeah.
Fletcher Wimbush (09:05.962)
Hey Fletcher, this is why we're great to work at here and here's some testimonials of our previous employees and check out our reviews and our website. And like, here's why you should be excited about going through this process and getting to the end to meet Kyle, right? You know, or whatever. and so for, as a candidate, yeah, you were asking them to jump through a lot of hoops, but we are collapsing the time for them to get to an answer in their job search too. So a candidate can go through that process in a day if they want.
Kyle James (09:11.17)
Wow.
Kyle James (09:20.194)
Yeah, right.
Kyle James (09:26.626)
Mm-hmm.
Fletcher Wimbush (09:36.651)
What used to might maybe take two at best, at best two weeks. Now, you know, oftentimes took four to six weeks. The candidate can get an answer on whether or not they're a high potential fit for that job. And they're going to be interviewing for that, with, for that with the hiring manager in one day. And so that solves everybody's problem. I want a job. You want to hire me quickly. Boom. Done.
Kyle James (09:59.308)
Yeah. Yeah. That's, that's incredible. And I hear so much in, in like the market, you know, both on the candidate side and the hiring for the companies is like, there's just so much time spent on that. Okay. One figure out, is this a good fit? And then secondly, for the candidate side of like, Hey, I've been through like five interviews. Like, are you guys going to hire me or not? And like, it's just like this. So I think the clarity as you're talking Fletcher is like, okay. When instead of having like the general template of like, okay, this is
kind of the scorecard, here's kind of the job description. It's going, okay, no, what are you looking for? And here's a specific tailored, like full package, right? Hyper specific. So that way when the candidate does come through, they're actually going to be, it tells it, it's a good fit. Let's get them into the process as quick as possible. Cause I mean, I'm sure you've seen it in the candidate side. It's like, there's so many jobs, they're looking for other opportunities. Like they might go to another company that gives them an offer.
Fletcher Wimbush (10:34.806)
Hyper specific.
Kyle James (10:55.096)
faster because the other company was too slow. know what mean? it's definitely, so walk us through a little bit here. mean, obviously a lot of changes happening in the AI space, especially those, a lot of AI people listening in today, like what are some of those kind of upcoming initiatives that Discovered has in Horizon as far as like future plans for AI and like what specifically is that going to play a role in next?
Fletcher Wimbush (10:57.216)
Slow down.
Fletcher Wimbush (11:22.944)
Yeah, I think, you know, our number one goal, mean, you know, we're going to, a lot of AI is going to make a lot of what I said more seamless today. It's a bit fragmented. It's still automation, old school automation triggers, things like that, right. Combined with AI. So AI is doing some of the big heavy lifting, but then you're using more old school kind of automation type of technologies to get to that end result that we talked about. It's going to be a lot more fluid and it's going to be.
a lot more candidate centric, right? So because, you know, AI has the ability to tailor the messaging to you, Kyle, about why we think you're a great fit and to customize the content and to also give you an opportunity to engage with that content at a deeper level. It's not just a message or a static webpage. could be allowing you to dive deep into the questions that you have about this opportunity and whether or not you think you're a fit or whether you think this is a good opportunity for you.
Kyle James (11:53.709)
Mmm.
Kyle James (12:15.214)
you
Fletcher Wimbush (12:21.086)
And to be able to deliver multimedia content to you, candidate in and through that, process that's hyper specific to your concerns and questions about this process or about working here, about the company. And so that's going to get a lot more humanistic. think that that's going to be the next frontier for us is to, really strengthen that, that process. So it doesn't feel as robotic, I guess, in a sense, right? You know, yeah.
Kyle James (12:29.696)
Hmm.
Kyle James (12:46.518)
Right. Yeah. It makes them feel like they're still kind of a valued human throughout the process, but then at the same time, getting their, questions really answered before moving, moving forward.
Fletcher Wimbush (12:51.382)
Yeah.
Fletcher Wimbush (12:57.684)
at a deep level, again, not superficial, read the facts, you know, or go to this landing page, right? You know, static kind of content,
Kyle James (13:01.249)
Yeah.
Kyle James (13:05.038)
Yeah, absolutely. So where is, you know, as far as for those who kind of want to learn a bit more about you, Fletcher and about discovered, where can they go to learn a little bit more website or anything you recommend for them to check out?
Fletcher Wimbush (13:18.698)
Yeah, there's kind of three main things. I'm blessed with the unique name. Just Google me. I think I'm the only one on earth. I don't know how that happened. Excuse me. I'm getting over cold here, but, then discovered.ai so you can learn about the product and the platform and all the tools and things that we do there. And then I'm also very easy to find on LinkedIn. That's where I hang out. So find me on LinkedIn, connect with me, send me a note there. I'm happy to chat. spend
unlimited amount of time with people talking about improving their hiring practices. So, I am an open book, knowledge is free. It doesn't cost anything to talk to me. obviously we have products and services to sell and I won't tell you those unless you want them and you want to know more about them. But I'm, genuinely, you know, that's been part of our ethos is we educate first, we share and, you know, we give first in, our organization. So, you know, don't be afraid to knock on my door and spend time with you.
Kyle James (14:16.564)
Awesome. Thank you so much. Fletcher Wimbush, the unique name. love that one of a kind. Thanks for being on the podcast today. Awesome. Thanks for listening in everyone. And remember if you're looking to implement AI into your business today, don't try and do it yourself. The time and stress that it could cause just isn't worth it. Schedule a call with GPD trainer and let them build out and manage your AI for you. Go to gpt-trainer.com to schedule your consultation. Signing off for now.
Have a wonderful rest of your day and looking forward to seeing you on the next episode of AI Chronicles.
