"3000 Applicants in Minutes": Recruiting Now with Jason James, Co-founder of Tezi
episode
“HR Heretics” | How CPOs, CHROs, Founders, and Boards Build High Performing Companies
35 min
2 speakers
8 chapters
transcribed 16 days ago
Transcript
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Transcript generated automatically by AI and may contain errors.
What is Tezi and how does its AI agent Max change recruiting?
Hey everybody, welcome back to another episode of HR Heretics. So this episode with Jason James from Tazy briefly vanished from Spotify. Don't ask us why. I think the content overlords are trying to cancel me again. But it's too good to not share again. So here's Jason unpacking the future of recruiting. I hope you guys enjoy it. So, Jason, you're kind of like a legend in the product game. And now you founded a recruiting company called Tazy. Tell us what Tazy is and what does like a legendary product guy know about recruiting?
Legendary. Um, so uh what is Tazy? We offer agentic recruiting labor for the more mundane aspects of recruiting. So that covers things like inbound review, sourcing, screening, scheduling. We also include a basic ATS that's more useful to like early stage companies, but you know, not so sophisticated for like later stage. stage. And it also comes with 750 million global profiles. So it's a very like all-in-one solution, especially for early companies just starting out. Then what do I know about recruiting? I guess a bit over time. So I've been hiring for my teams since two thousand and four. I've made about three hundred hires for my teams over the years. That's twelve years without recruiting support, so doing a lot of the legwork myself and then about nine years with recruiting support.
I've worked with teams of one to a hundred recruiters. I think that's about seventy recruiters that I've worked with directly between agencies, contractors, in house. And yeah, founded a recruiting tech company two years ago and spent the last two years talking to a ton of recruiters as well.
Okay. So I've been like digging into Taisy and watching a bunch of your podcasts and one of the things I was really intrigued by is Max. So can you give the audience like a quick high level of what is Max?
How does Max screen 3,000 applicants in minutes?
Yeah, so m Max is uh the name of our AI agent that does recruiting on behalf of typically in house talent teams at tech companies, though it doesn't have to be that exclusively. And companies send the like more rote, busy, more like mundane aspects of recruiting to max so that they can focus on the more differentiated and human aspects of recruiting, which are like setting up the process strategically and Building rapport. making offers, interviewing, that sort of thing. Whereas Max takes on things like building the sourcing list of candidates, writing emails for them, fielding replies, screening those inbound applicants, both at reviewing the applications as well as a quick chat screen, scheduling next steps, all of that just moves to AI, which we think AI is very well suited to handle these types of things.
I went deep on one of the posts describing how Max like scans and services top applicants at companies that have like hundreds or even thousands of applications. Like this was always a huge problem for us at every company I've worked at because typically you can't even get through all of the buckets. So I've been waiting for software to do this, but one of the primary concerns I hear from practitioners is AI bias. So how do you think about solving that problem?
It's a fair concern. And so it's something that we've spent a good deal of time and effort to address. I think it's important not everybody understands the human equivalent of what happens. To set a benchmark of the way it happens presently with humans, most of the time that inbound application bucket doesn't get reviewed. And it's not out of any ill will, but if you have limited hours in your day as a recruiter, it kinda just makes more sense to go out and source rather than find the two or three percent that's gonna be a great fit in the inbound application pile. And so For the most part. nothing happens, which is unfortunate and not fair. Then when it does happen, it's really fast and cursory typically because you know the bandwidth constraints of humans is tough.
So then how do we do it differently with AI? Well, AI will go through all of them. So it will crush through 3,000 inbound applicants in a matter of minutes.
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Chapters
8 chapters
1
What is Tezi and how does its AI agent Max change recruiting?
0:00–2:09
2
How does Max screen 3,000 applicants in minutes?
2:09–5:18
3
Why are AI bias audits considered more reliable than human judgment?
5:18–7:23
4
What does “human‑in‑the‑loop” mean for AI‑driven hiring decisions?
7:23–10:02
5
What works and what doesn’t with AI‑driven top‑of‑funnel interviews?
10:02–14:15
6
How can recruiters spot “resume riders” versus genuine contributors?
14:15–18:14
7
What culture does Tezi foster and why is growth‑focused culture important?
18:14–22:39
8
What’s next for Tezi and how can listeners join the beta?
22:39–35:22
Speakers
2 identifiedMore from “HR Heretics” | How CPOs, CHROs, Founders, and Boards Build High Performing Companies
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