Hiring platform HireVue uses AI to help companies speed up the job-search process — its chief growth officer explains how

• HireVue's AI platform has conducted more than 32 million interviews and 5 million assessments.
• The company says its new 30-minute assessment measures whether a candidate has an agile mindset.

In an environment where there are more than 10 million job openings — with nearly two jobs for every applicant — companies face increasing competition to attract job seekers.

To make the interviewing process more accessible to job candidates and speed up hiring, many are turning to technology, including artificial intelligence.

Companies like Amazon and Unilever are working with the hiring platform HireVue to scale and accelerate hiring. Founded in 2007 in Salt Lake City, HireVue works with companies to conduct video interviews, either live or recorded, any time of day, which works around candidates' schedules. Via AI, job seekers are assessed and scored based on skills like problem-solving and communication.

"The result is that we can improve candidate quality and double the number of interviews and hires a company can make, while cutting the time in half," Patrick Morrissey, the chief growth officer at HireVue, told Insider.

For example, Goldman Sachs worked with HireVue to add 100 schools to its intern-hiring program this year and attract a wider variety of candidates. This approach generated more than 236,000 applications across more than 600 universities and colleges. The financial firm was able to assess candidates more quickly and hired 3,700 interns, about 1.5% of the applications, Morrissey said.

HireVue says the platform boosts consistency and minimizes bias in hiring. But some experts have called the bias-elimination claims misleading.

Still, more than 32 million interviews and 5 million assessments have been conducted via HireVue. About half of these interviews took place outside regular business hours.

Insider spoke with Morrissey about HireVue's continued innovation and assistance in solving hiring challenges for major companies.

This interview has been edited and condensed for clarity.

How do you continue to adjust your technology to stay innovative and meet clients' needs?

We think about innovation in three dimensions: candidates, customers, and compliance.

A great hiring experience starts with a great candidate experience, so we focus on what helps a person bring the best version of themselves to the interview. We have a whole section on our website focused on helping candidates get ready to shine in a HireVue interview. We have a candidate net promoter score [a measure of customer satisfaction] of 68, and we're always looking at how we can improve because those improvements add value to all of our customers.

Second, we deeply integrate with clients' candidate tracking and HR systems, so we're constantly helping talent teams move faster with higher quality. We push new platform releases weekly and major releases six times per year. This release cadence helps us move as fast as the market demands.

Finally, we set the standard for compliance and ethical best practices. One example is our AI explainability statement, which is designed to educate and provide transparency to stakeholders — candidates, employers, and the public — and outline how we follow regulatory best practices and policy compliance.

How do you look for new growth opportunities?

We're always on the lookout for new growth opportunities. We've aligned our science team, including data science, industrial, and organizational-psychology teams, the product management team, and the marketing team together so we can ideate, research, and consistently capture new ideas and data from across disciplines. Being more agile across departments helps us quickly identify and take advantage of new opportunities.

We're also fortunate to do business with almost half of the Fortune 100 companies, so we're constantly getting input from individual customers, our expert advisory board, our customer advisory board, and analysts to help us identify and think through new opportunities for growth.

What new products or technologies do you have in the pipeline?

Faced with resignations, talent shortages, and a looming recession, companies are desperate to identify candidates with a propensity for faster thinking, efficiency, and flexible ways of working.

Our team has designed and launched a new assessment, the Agile Mindset Assessment, that measures the core areas of an agile mindset in just under 30 minutes. The assessment features five interview questions and three games to measure four types of agility: people agility, results agility, mental agility, and change agility.

This new assessment is designed for professional roles and is perfect for identifying candidates for internal mobility. Companies are constantly changing, and there's a position you'll need tomorrow that could be filled by a high performer you already have in your organization.