GoodTime Co-founder Ahryun Moon: Featured TA Tech Leader

GoodTime's Co-founder Ahryun Moon.

GoodTime’s Co-founder and Head of Company Strategy Ahryun Moon met with Recruiting News Network’s Editor in Chief Martin Burns to share her perspective as a leader in the TA space. Ahryun dove into the solutions that GoodTime Hire’s Candidate Relationship Intelligence provides to customers, along with the future of the industry.

The original interview with Recruiting News Network can be found here. Read on for the TLDR.

The Beginning of Ahryun And GoodTime

As an immigrant from Korea, belonging to a small minority of female SaaS founders, and without a large network in Silicon Valley to tap into, Ahryun started GoodTime from ground zero. She recounts having to learn everything the hard way, including earning trust from investors, customers, and employees. But Ahryun took every challenge that came her way in stride.

“I found it exhilarating to face those challenges and to prove myself every time,” she said. “Who wants to have it easy? What is life without challenges?”

GoodTime arose from an encounter that she had with a recruiter. Earlier in her career, Ahryun met a recruiter who complained about the time that it took to manually schedule interviews. Bam—a “eureka” moment. GoodTime was born.

During GoodTime’s early days, Ahryun spent time as a shadow recruiter for several companies—some of which are now GoodTime clients. She gained a deep understanding for the difficult job that recruiters take on. Ahryun knew that GoodTime would be crucial to lightening the workload and creating better connections with candidates.

“While I’ve had a winding path to GoodTime, I absolutely would do it all again,” Ahryun said. “The messages I get from our customers about how they can finally do the jobs they love doing—the rewarding work of meeting with and getting to know candidates. I’m so happy we’re helping companies and candidates find the right situation for each other.”

GoodTime Hire’s Candidate Relationship Intelligence

GoodTime Hire, the company’s flagship product, helps TA teams stay ahead of the competition in today’s fiercely competitive job market. Hire tackles three issues: automating interviews, building better relationships with candidates, and developing deeper insights into the interview process. These issues all intertwine into Hire’s Candidate Relationship Intelligence solution. Hire provides TA teams with the automation, candidate relationships, and insights that they need to reach their goals.

“Our goal is to be the foundation of a technology stack that empowers both companies and candidates, and we encourage others to keep building meaningful solutions that make this process easier.”

— Ahryun Moon, Co-founder and Head of Company Strategy at GoodTime

One of Hire’s newest features is Candidate Pulse. This feature measures candidate sentiment and granular feedback after each interview, making this candidate feedback extremely actionable for talent teams. By gathering feedback and making candidates feel heard, Candidate Pulse further improves recruiter-applicant connections.

Challenges Along the Way

In the face of failure and challenges, GoodTime has turned every stumble into an opportunity to learn. For instance, the team recently released a revamped interviewer training module, equipped with an elevated training management system. Ultimately, they underestimated the success their customers had with the previous version of the module.

Ahryun has found that the biggest challenge in closing deals with clients is inertia. Often, companies convince themselves that the way they currently run their recruitment process is either the right way or good enough.

“But I can point to our clients, some of the most innovative companies in the world, and say they understand how powerful it is to automate the interview process and maximize hiring efficiency to compete in this insanely hyper-competitive job market,” she said.

The Future of the Recruiting Industry

Ahryun sees clear changes coming to the industry. Employees no longer want to stick around at jobs that they don’t like. They’re also not joining new companies unless they feel a strong fit.

She added that companies must act fast to refine their recruitment process and avoid getting overpowered by the competition.

“Companies need to demonstrate immediately in their recruitment process their culture, the relationships they develop, and how they use technology to enhance their employees’ jobs, not replace them,” Ahryun said.

GoodTime’s tech solution elevates both companies and candidates in today’s tumultuous job market.

What’s Next for GoodTime

Most recently, GoodTime released their 2022 Hiring Report, jam-packed with the latest HR trends. GoodTime surveyed 560 U.S. talent leaders to uncover the most pressing challenges facing their teams, and what should be done to attract and retain top talent. The report can be downloaded here.

Companies That Prioritize Candidate Relationships Improve Hiring Performance, According to New Report

SAN FRANCISCO, May 16, 2022 — Businesses continue to find it difficult to hire new employees given the various headwinds caused by a number of factors ranging from increased demand for talent, an increased number of workers embracing freelance or part-time work. While the hiring landscape became more competitive, businesses also faced a lack of qualified candidates due to the supply/demand gap. Increased selectivity among job seekers played a part, too.

GoodTime today announced its findings from its first annual Hiring Insights Report to gauge the current landscape in talent acquisition. GoodTime surveyed 560 HR, talent, and recruiting leaders across the U.S. to hear about their most critical hiring challenges—and how they’re meeting the demands of modern candidates in a changed hiring landscape.
  
The report highlights the challenges of hiring during both the Great Resignation as well as the emerging Distance Economy, focusing on what companies are doing, not doing, or are planning to do to hit their hiring goals.
  
The high-level findings from the GoodTime Hiring Insights Report include:

  • 50% of hiring goals were not met in 2021
  • 60% surveyed said the time-to-hire increased in the past 12 months
  • 46% surveyed said the No.1 hiring goal in 2022 is to create genuine relationships with candidates
  • 36% said they consider improving candidate relationships a priority but struggle to execute
  • 31% said they made DEIB a measurable priority in the past 12 months

Companies far from hitting their hiring goals

It’s hard out there for HR and talent leaders. In 2021, companies fell 50% short of their hiring goals and felt the sting of the Great Resignation, evidenced in part by the number one reported hiring challenge: retaining top talent. As employees resigned for greener pastures, companies scrambled to backfill roles, hiring 108 new employees, on average, in 2021. According to the GoodTime Hiring Insights Report, respondents averaged just 50% of their hiring goals in 2021. To make matters worse, 60% of HR and talent leaders report that it is taking longer to fill an open position in 2021 than in previous years.

Creating meaningful relationships with candidates is key

Antiquated pre-COVID tactics—flaunting nap rooms and massage chairs—are, and will continue to be—ineffective in wooing top talent. Today, 46% said creating meaningful relationships with candidates is more important than ever. Among the leading candidate-focused hiring practices include flexibility in scheduling during the interview process and demonstration of the company’s culture, mission, and values. Providing office tours and free lunch during the interview were also noted but considered ‘relics of the past.’

Retaining top talent is the number one challenge

Some assume that fully in-office companies have the most challenging time retaining talent; however, that wasn’t the case. Sixty-three percent (63%) of fully-remote companies selected “retaining top talent,” far above the average (30%). And while 34% of fully or mostly remote companies struggled with a lack of qualified candidates, only 22% of fully or mostly in-office companies reported the same challenge. While the Distance Economy widens the talent pool, it also widens the employer pool, making it more critical for remote and hybrid companies to take meaningful steps to retain, attract, and win candidates. As a result, HR teams expect to struggle to retain top talent and attract qualified candidates in the year ahead.

Hiring landscape more competitive

HR leaders disagree on whether the hiring landscape has become more competitive. Forty-seven percent (47%) of HR leaders agreed that “the hiring landscape has become more competitive due to an increased demand for talent.” This sentiment aligns with most headlines and analyst reports. However, the No. 1 selected item (45%) among Chief Human Resources Officers (CHROs) was “the hiring landscape has become less competitive due to an increase in available talent who have recently quit their jobs.” Directors were 34% less likely than CHROs to agree (32%). Employees who are more closely involved with day-to-day recruiting work have a different perception of business functioning.

DEIB in the Hiring Process

The findings in the Hiring Insights Report cast a dull light on the state of diversity, equity, inclusion, and belonging (DEIB) in the hiring process. Thirty-one percent (31%) of companies made DEIB a measurable priority in the past 12 months. Thirty-eight percent (38%) of companies plan to make DEIB a measurable priority over the next 12 months. While this is a 7% YoY increase, DEIB is at the bottom of the list. Further findings showed that commitment to DEIB was the least selected item (32%) in response to the question, “Which of the following do you communicate to candidates during the hiring process to attract top talent?”

“Winning the war for talent moves beyond the one-sided, staged candidate experience to the two-way, genuine candidate relationship. Companies that take a human-centered approach to talent acquisition are 2x more likely to achieve financial goals,” said Ahryun Moon, CEO & Co-Founder, GoodTime. “The report findings clearly show that winning talent through outdated methods like free lunches and ping pong tables are over. Companies need to put more emphasis on cultivating the candidate relationship if they want to create impactful hires in today’s Distance Economy.”

“If you aren’t offering candidates an environment where they can grow their career, your target hiring goals will continue to grow right with your attrition rate. As a result, you could be forever chasing an unattainable goal,” said Pete Lawson, Talent Acquisition Leader, GoPuff.

To download the full report, visit goodtime.io

GoodTime Unveils New Brand Identity to Reflect Company’s Vision and Direction to Make Meetings Smarter

GoodTime Introduces the World’s First Meeting Optimization Engine to Remedy Lack of Productivity Valued at $400B Dollars in Time Wasted

GoodTime Logo

San Francisco – April 25, 2022GoodTime revealed a new corporate brand today, reflecting its vision to deliver smarter meetings and better outcomes for companies worldwide. As part of the rebrand, the company introduced its Meeting Optimization Engine, the world’s first of its kind, to support GoodTime’s mission of creating a future where every minute counts. 

The Meeting Optimization Engine

GoodTime’s Meeting Optimization Engine helps customers get better results from meetings through automation, relationships, and insights. First, it uses automation to intelligently coordinate meetings across time zones and calendars, without the usual back and forth. Then, it helps attendees build better relationships during the meeting. Whether interviewing a critical hire or solving problems for a customer, GoodTime makes sure the right people are in the room at the right time so collaboration and connection come naturally. Most importantly, GoodTime provides intelligent insights so companies can take the right actions before, during, and after every meeting.

“There are lots of scheduling automation tools in the market, but no one else is optimizing business meetings to ensure the right people are in the right room at the right time. This is why so many people are in meetings and don’t know why they’re there. With the GoodTime Meeting Optimization Engine, we’re turning time-wasting meetings into smart meetings that get you to your goals faster,” said Ahryun Moon, CEO and Co-Founder, GoodTime. 

Trends and Challenges With Meetings

According to a 2019 study, U.S. companies are estimated to have lost $399 billion in that year alone due to inefficient meetings resulting from numerous factors ranging from poorly organized meetings to loss of focus on projects to confusion. Today, the stakes are even higher.  

In the last two years, companies have gone from 40 to 66 million daily meetings in the U.S. alone—even though most attendees think they’re a waste of time. And given the remote working culture in today’s global society, the amount is expected to increase. With less than one-third of knowledge workers coming to the office every day, meetings are often the only way coworkers can interact face-to-face. That said, meetings need to be relevant and purposeful for every attendee to fuel company culture, and not hinder it. 

Two Products, One Mission

For talent acquisition teams, the competition for talent is only getting worse. Candidates have more opportunities than ever and winning top talent requires an approach beyond simply moving additional candidates through the hiring funnel. It requires building meaningful relationships with each candidate. To overcome this challenge, the company’s flagship product, GoodTime Hire, delivers Candidate Relationship Intelligence to help teams automate coordination, build genuine connections with candidates, and surface insights to continually optimize the hiring process. Powered by the Meeting Optimization Engine, GoodTime Hire gives teams an edge in a highly competitive talent market. 

The company’s second product, GoodTime Meet, is the new generation calendar built for everyone in the new era of work-life autonomy where getting people together is harder than ever — different time zones, asynchronous working hours, and online or in-person meetings. Meet helps hybrid and remote teams simplify scheduling and take back control of their calendars. As part of this launch, the company brings GoodTime Meet under the Meeting Optimization Engine umbrella, alongside GoodTime Hire.

Making Meetings Smarter

With over 7 million smart meetings scheduled to date, and used by over 300 leading companies, GoodTime helps companies of all sizes get better results— from hyper-growth startups, to unicorns, to Fortune 500s. 

  • For Box, recruiting coordinators now spend 40% less time scheduling interviews
  • For Pinterest, talent acquisition teams reduced time-to-fill by 50%
  • For Patreon, recruiters doubled the amount of interviews they could schedule per day

“GoodTime [Hire] is a great accelerator for the hiring process. By leveraging the platform and putting more control into candidates’ hands, we’ve eliminated what’s normally the most time-consuming and frustrating part of the process,” said David Moore, VP of Recruiting, Box.

About GoodTime

GoodTime helps people and companies drive better results from their most important meetings. The GoodTime Meeting Optimization Engine automates scheduling, ensures the right people are in the room, and provides actionable insights to meet smarter. Its flagship product, Hire, allows organizations to win top talent faster with Candidate Relationship Intelligence. Over 300 leading companies like Spotify, Slack, Pinterest, Okta, HubSpot, and Box have scheduled more than 7 million smart meetings with GoodTime. Learn more at goodtime.io.

GoodTime’s Ahryun Moon on Candidate Experience and the Future of Work

Editor’s note: The original interview with WorkTech is from July 2021. Watch it in full here.

GoodTime CEO Ahryun Moon met with WorkTech’s George LaRocque to discuss how GoodTime does more than just automate the administrative aspects of the hiring process for TA teams. Ahryun discusses her experience raising funds in a pandemic, the GoodTime roadmap, and the impact GoodTime delivers on diversity and inclusion in recruiting.

“Candidates get almost a consumer-like experience when they schedule an interview.”

— Ahryun Moon, CEO at GoodTime

At its core, the hiring process revolves around hiring managers, based on availability and the employer’s timeline. With the rising demand for talent, especially tech-enabled hires, the pitfalls of the traditional recruitment model cannot be ignored any longer. Companies that take too long to hire miss out on high-caliber candidates, leading to potential candidate frustration and the risk of reputation damage. Paired with shifting priorities and more employees placing happiness over a pay raise, there’s a need to reshuffle the dynamics for better hiring.

“GoodTime transforms the interview process. First of all, we’ve completely removed the hassle of emailing back and forth. Candidates get almost a consumer-like experience when they schedule an interview,” Ahryun shared. 

Placing talent at the forefront of recruitment, GoodTime Hire makes the process easier for both recruiters and candidates alike. Besides scheduling automation, the platform goes one step further by using an AI-powered algorithm to provide tailored experiences.

Unlike legacy scheduling tools, GoodTime’s ultimate goal is to transform the way that interviews are made and conducted – starting from pre-interview processes like training.

“Our technology tracks the interviewer database, so you can store your interviewer’s relevant attributes. Based on those attributes, you can schedule the right interviewer to the given candidate,” Ahryun continued. 

Along with that, the platform provides interviewer training to fully equip hiring professionals with proper training. The system also uses data and insights that you wouldn’t get from an agent.

How this plays into the paradigm shift in the employment market is that candidates now get a say in who they speak to and their comfort levels. It also puts an emphasis on how interviews are a two-way street. Both parties play a part in contributing to a successful meeting. To illustrate this, Ahryun brought up an instance where clients would question the lack of female hires due to rejection, while not actually honing in on the root of the issue: when these candidates meet with an all-male board and get turned off by the job environment.

Scaling Relationship Building

“The real magic happens when candidates meet with interviewers, they hit it off, have amazing conversations.” Ahryun stated, when talking about how organizations scale their operations by building larger candidate pools and overlooking the actual candidate experience. On the other hand, an unstructured process leads to breakdowns and recruitment woes while scaling operations.

Building an optimal environment for candidates could also ramp up diversity and inclusive hiring, an important aspect for companies to stay relevant today. Inclusive hiring is a concept that has been long overdue, and can bring about multiple benefits to any organization. A more diverse workforce brings about a wider range of perspectives and skill sets, leading to more ideas for problem-solving and better decision making. Yet, some corporations still face issues in hiring diverse candidates. 

“Filling the top of the funnel, that’s definitely number one priority and one of the most important aspects. But usually those candidates don’t necessarily get a fair chance through the process, or at the end they decline the offer because they wouldn’t see themselves working there,” Ahryun explained, indicating the need to cater to candidates and improving first impressions. 

Raising Investments in a Time of Economic Volatility

GoodTime ended their investment round in November of last year. In a time of uncertainty and the global pandemic in full force, this was a challenging round for the company, Moon states. At the same time, with national conversations surrounding diversity and corporations seeing turnovers and new hires, it was time for a step toward a more inclusive workforce. 

This year, however, valuation is through the roof. “It’s pretty crazy now,” Ahryun said.

The funds have been used to refine GoodTime’s solutions and fuel the expansion of the team to over 60 members. According to Moon, “The hiring scene is changing so rapidly. The ‘future of work’ is a remote and hybrid type of work. We want to make sure our products help the journey.” Thus, the investments were used to further innovate and bring fresh ideas to life with a bigger team.

As hybrid and remote working transition from the ‘new normal’, to just normal,  GoodTime also seeks to provide the appropriate training for hiring in these areas. As more companies move towards a data-driven hiring strategies, Moon and her team are refining GoodTime’s data and insight features.

Customers who come to GoodTime acknowledged the complexity of the reality of work, and want to embrace this through their solutions. Leading by example, GoodTime aims to continue adapting to the new environment, hiring high-quality talent across geographical borders. 

The Future Is Candidate-driven

“Personally what makes me really excited is our product. We’re really excited to bring additional innovations. We try to keep our ear to the ground and try to work closely with our customers,” Ahryun said.

“As we figure out the best practices in this new world, we want to bring new innovations to our customers – interview training, additional insights, as well as new innovations around remote and hybrid hiring. We’d love to be the new transformation of this new hiring and crafting of a new candidate journey.”

To watch Ahryun’s full interview with WorkTech, click here.

GoodTime Solves the Multimillion-Dollar Problem of Untrained Interviewers 

Hiring experience solution dominates the market with enhanced interviewer training to help talent acquisition teams win top talent quickly, legally, and cost-effectively.

GoodTime Interviewer Training

SAN FRANCISCO—(BUSINESSWIRE), GoodTime, the leading AI-based hiring experience solution, with clients such as Box, Shopify, and Zoom, has added enhanced interviewer training functionality to its features set to remove bottlenecks, reduce time-to-hire, and ensure a great candidate experience, no matter who conducts the interview.

GoodTime’s platform reduces time-to-hire by as much as 50% while saving as much as $500,000 per year in talent acquisition costs. The newly enhanced interviewer training feature is the culmination of significant work to give hiring teams the most advanced interviewer training management system available. New features include:

  • A redesigned interface for faster, scalable management of interviewers, training paths, progress, graduation, and more
  • Enhanced intelligence and automation that handles training complexities, including trainee prioritization, scheduling, and tagging graduates
  • Alerts and visual indications of tasks needing action, interviewers ready for their next phase, and schedule conflicts

When interviews aren’t conducted properly, they fail the company, the hiring team, and the candidate. In 2020 alone, the EEOC secured nearly $440 million dollars from nearly 68,000 discrimination cases. The GoodTime team identified three critical areas where the interview process falls short:

  • Not enough speed
  • Lack of communication
  • Bias

Jasper Sone, co-founder and CPO, stated, “Hiring post-COVID is a game of scalable personalization. It’s all about the candidate experience. Right now, open jobs in the market more than double the number of qualified job seekers, which requires hiring leaders to focus on speed and quality. Our interviewer training feature improves both by identifying bottlenecks in interview processes, and automating the process of training interviewers to fill the gaps. Not only does this new functionality decrease time-to-hire by up to 50%, but it also ensures that every interview is an opportunity to properly represent a company’s brand.”

Interestingly, there is a gap in understanding how interviewer training affects hiring goals. About 82% of employers believe that a candidate’s negative experience in the hiring process has little to no impact on their business. And yet, 72% of recruiting leaders worldwide agreed that employer brand has a significant impact on hiring.

GoodTime’s enhanced interviewer training is used by the world’s top tech companies to improve candidate experience, avoid legal issues, mitigate bias, and land top talent faster.

To learn more about how GoodTime empowers interviewers and elevates the hiring experience, visit GoodTime.io.

About GoodTime 

GoodTime enables talent acquisition teams to create an efficient, equitable, and personalized candidate experience that lands top talent faster. GoodTime is the only HR tech solution that can help advance diversity initiatives, fostering measurable impact for every candidate. See why the world’s top talent acquisition teams, including Zoom, Instacart, and DropBox, rely on GoodTime to slash time-to-hire metrics, and deliver up to 50% savings on hiring expenditure. 

© 2021 GoodTime

Contact

Cynthia Wakeford

cynthia@goodtime.io

GoodTime Hits “Next level” With Greenhouse Partnership

SAN FRANCISCO, CA (September 20, 2021) — GoodTime, the HR industry’s first and only hiring experience solution, announced its recognition as a Greenhouse Customer-Preferred Partner. This partnership between GoodTime and Greenhouse, the hiring software company, helps recruiting teams automate the interview process to reduce the time-to-hire while improving candidate experience.

“Becoming a Customer-Preferred Partner provider is a testament to the value our customers receive when they embrace the GoodTime and Greenhouse integrated solution to enhance their interview management and candidate experience to ultimately land top talent,” said Don Darrah, Head of Partnerships at GoodTime. 

Greenhouse’s Customer-Preferred Partner Program is designed to streamline the process of creating the optimal tech stack for companies — whether starting from scratch or selecting by category, customers can get a clear sense of what tools their peers are using successfully. 

“We’re proud to welcome GoodTime to the Customer-Preferred Partner program which highlights companies that have a long history of delivering quality experiences for Greenhouse customers,” said Garret Starr, Director of Partnerships at Greenhouse. “With the demand for talent increasing, we’re seeing even more focus on technology that drives efficiency throughout every part of the funnel. GoodTime plays a key role helping with the tricky problem of complex scheduling, ensuring that recruiting teams can spend time with candidates and not calendars.”

Elevating the Candidate Experience With Tech

Greenhouse customers can easily leverage GoodTime to help recruiting coordinators match the right set of interviewers to each candidate, providing a best-in-class experience from the very first touchpoint and reducing time to hire by up to 50%.

“The fastest hiring team typically gets the best candidates. GoodTime and Greenhouse helped us accomplish that,” said Erika Thorson-Garay, Head of Talent Acquisition at LiveRamp.

“We’re committed to modernizing interviews by making them more effective at selecting the best candidates. The journey we’ve taken with our Greenhouse customers, along with the value they have realized with the integration has enabled us to elevate to the Customer-Preferred Partner status,” said Ahryun Moon, CEO of GoodTime. “We look forward to more mutual customers having their recruiting teams spend less time coordinating interviews and instead, focus on attracting the best talent to reach their company’s hiring goals.”

Greenhouse.io customers can learn more about GoodTime and schedule a demo here. To learn more about the Greenhouse Partner Hiring Cloud, visit greenhouse.io/integrations.

GoodTime Wins Series A+ Funding to Revolutionize Talent Acquisition

SAN FRANCISCO, CA (July 12, 2021) — As the premier hiring experience solution more and more recruiters use to streamline the talent acquisition process, GoodTime is committed to saving companies time and money in their search for the best talent available.

By adding $9.5 million to its Series A funding, GoodTime secured the funding needed to bring new innovations forward in the second half of 2021.

Newest Funding Round Will Accelerate Innovation

Led by KTB Ventures, and with Smilegate and Atinum Investment as additional participants, this new round of funding will help GoodTime accelerate go-to-market growth. With the total round of funding now at $16.7 million, the company is poised to work with a wide range of innovative clients, including Box, Shopify, Patreon, Instacart, Slack, and Snap.

By working with these and many other clients, GoodTime continues to make it easier for talent acquisition leaders to locate and hire the best job candidates quickly and efficiently. 

“GoodTime uses people data to always put the right people into each meeting, which is an absolute necessity for the future of work. Also, the caliber of customers that GoodTime works with, such as Dropbox, Box, Zoom, Slack, Pinterest, Stripe, Atlassian, Snapchat and more, impressed us as to how much this product is needed in the market.”

Hyesung Kim, Investment Manager, KTB Network

GoodTime Improves The Recruiting Process and Shifts Focus to Excellence

GoodTime offers hiring experience solutions that drastically cut down the time it takes to hire a qualified candidate, in many cases by as much as 50%. What’s more, GoodTime’s approach enables companies to save half a million dollars annually in hiring costs. 

GoodTime’s solutions streamline the interviewing and hiring process by:

  • Supporting talent acquisition leaders and hiring coordinators
  • Streamlining the steps involved in the interview process
  • Enabling candidates to self-schedule their appointments
  • Automatically syncing recruiters’ and candidates’ availability
  • Supporting a more meaningful interviewing experience
  • Reducing the burdens associated with administrative tasks
  • Increasing engagement with qualified candidates
  • Shifting the hiring focus to quality and excellence

What’s more, GoodTime is the only HR tech solution with a means to measure and manage the diversity, equity and inclusion (DEI) process for scheduling interviews. Moving forward, DEI will continue to be an important focus for recruiters. 

According to the company’s co-founder and CEO, Ahryun Moon, “GoodTime is the solution that enables companies to personalize the hiring process and improve each candidate’s experience.”

Who Benefits From GoodTime’s Ongoing Development

With this additional funding, GoodTime will be able to keep improving the recruiting process in key ways to further help companies benefit from this platform.

Hyesung Kim, Investment Manager at KTB Network, explains why GoodTime gets his vote of confidence, stating that, “We were excited about the prospect of creating a meeting platform where you have exactly the right people to discuss the right thing to move the needle.”

Kim added, “GoodTime uses people data to always put the right people into each meeting, which is an absolute necessity for the future of work. Also, the caliber of customers that GoodTime works with, such as Dropbox, Box, Zoom, Slack, Pinterest, Stripe, Atlassian, Snapchat and more, impressed us as to how much this product is needed in the market.”

So, the short answer is that with ongoing innovation by GoodTime, both sides benefit: the companies doing the recruiting and hiring, and the candidates searching for meaningful work that meets their interests and makes the best use of their skills. 

In a startling statistic, about 63% of job candidates feel that employers don’t communicate adequately throughout the hiring process. Companies that are paying attention are making the shift to using an interviewing platform that empowers their recruiters and interviewers and elevates the hiring experience for everyone involved.

About GoodTime

If your company is ready to improve the hiring process by providing your recruiters with better tools and support, significantly shortening the process of locating and hiring qualified candidates, and creating a better interviewing experience for candidates who are hired as well as for those who are declined, we’d like to talk with you.

Our demo shows you the power of GoodTime, which includes these features:

  • Automated scheduling
  • Hiring analytics and insights
  • Interviewer training
  • ATS integration
  • DEI management
  • Configurable workflows
  • Matching interviewers to candidates

Guide + GoodTime: A Match Made in Candidate Experience Heaven

SAN FRANCISCO, CA (April 19, 2021) — Today, GoodTime is excited to announce its partnership with Guide, the first candidate experience platform that fully automates candidate preparation and delivers a hyper-personalized interview experience to candidates. 

In addition to interview scheduling and logistics, one of the most widely reported pains of talent teams is the time and cost to prepare candidates for interviews. Candidate preparation is not only critical for the company’s hiring success, but it also significantly impacts the candidate’s perception of your company. Thus, it’s a primary pillar of a candidate experience strategy. 

Whether you prepare candidates for interviews over the phone, using email templates, or slide decks, it’s tedious and almost impossible to deliver at scale. Yet, the candidate’s decision to accept your offer depends on it. 

Deliver on the Candidate Experience

According to a striking CareerBuilder study, 68% of candidates say the interview experience impacts their decision to join the company. Today’s candidates extrapolate from their interview experience what it’s like to work at your company. Then, they decide to accept an offer based on that information. This is a key insight driving the strategy of modern talent teams to win candidates.

GoodTime helps hundreds of talent teams solve interview scheduling. But what about the experience leading up to each interview? Between interviews? After? What can the candidate expect and how should they prepare? How can they get to know their interviewers? Where can they learn about the neat stuff your company is building and about your unique company culture? This is increasingly challenging in a Zoom-first world without on-sites in a physical office. 

We believe that the biggest challenge for recruiting teams has shifted from finding and reaching candidates to winning them. The Greenhouse + GoodTime + Guide software stack unlocks an entirely new, seamless service level for delivering and measuring candidate experience that’s becoming a competitive differentiator for the world’s top talent teams. 

Win Top Talent With Your Tech Stack Today

Talent teams know that a disjointed internal tool stack makes for a poor candidate experience. As the recruiting space blossoms with new tools, it’s critical that they work ever closer together to deliver a seamless end-experience to candidates. That’s why we’re excited to partner with Guide. 

Reach out to the Guide or GoodTime team to see how talent teams rapidly improve their candidate satisfaction and offer acceptance rates.

GoodTime Secures $5 Million Series A Funding

SAN FRANCISCO, CA (October 9, 2018) — GoodTime, the premier B2B SaaS talent operations platform that streamlines the interview process for HR teams and talent, today announced it has closed $5 million Series A funding led by Bullpen Capital, with participation from GSV Capital and Array.vc.  

The company will use the capital to invest in product, technology, and sales teams and build upon its early success in intelligently automating the interview scheduling process for companies such as Box, Shopify, and Dropbox. The new infusion of capital will allow them to expand their product line to address the entire employee lifecycle including onboarding and training.  

“GoodTime’s origins were born from the needs of recruiting teams who spent up to 50% of their time scheduling interviews,” said GoodTime Co-Founder/CEO Ahryun Moon. “We have witnessed great success expediting the interview scheduling process up to 10X standard timeframes.  Now, we can expand the application of our automated, AI-based human logistics technology to employee training and new hire onboarding.”

Using Tech to Supercharge Recruiting Teams

GoodTime uses machine learning to target optimal times for interviews while streamlining correspondence and ensuring consistent experiences from initial contact to hire. Key benefits include:

  • Talent teams experience up to 90% reduction in time to schedule interviews.
  • Automatic assignment and diversification of interviewer panels, removing unconscious bias.
  • Approximately 80% of candidates confirm interviews within 3 hours, which reduces time-to-hire by 40%.

Aurora, a Silicon Valley-based company that develops self-driving technology, utilizes GoodTime within its HR division. “We adopted GoodTime in 2017. As a company invested in automated vehicles, we believe our ideals should follow through in an automated hiring process that creates a consistent, exceptional experience for both candidates and interviewers, “ said Aurora Recruiting Operations Member Sean Cawley. “GoodTime optimizes our resources and time.”  

GoodTime’s talent solution has a wide range of applications for meeting both management and employees’ needs.  Ahryun Moon, Jasper Sone, and Peter Lee founded GoodTime in 2016 and graduated from The Alchemist Accelerator. Moon has worked within recruiting teams at Mulesoft, Airbnb, and Dropbox, enabling her to ‘walk a mile in her customers’ shoes.’  

“Bullpen loves to back founders like Ahryun,” said Bullpen Capital Founding Partner Duncan Davidson. “Ahryun and her team’s incredible talent and determination are reflected in the remarkable success of the company.  We look forward to working with GoodTime to build one of the great companies of this era.”