GoodTime Hire for Interview Scheduling Now Available on SAP® Store

GoodTime Hire now available on SAP Store

March 14, 2023, SAN FRANCISCO –  GoodTime, the world’s first Meeting Optimization Engine, today announced that it’s flagship product, GoodTime Hire for interview scheduling, is now available on SAP® Store, the online marketplace for SAP and partner offerings. GoodTime Hire integrates with SuccessFactors and delivers advanced automated interview scheduling and intelligence to customers.

“The modern recruiting team is fighting an uphill battle on multiple fronts. The shortage of resources, partially due to recent layoffs, and an all-time low unemployment rate means teams must do more with less while still delivering against hiring goals,” said Ahryun Moon, CEO & Co-Founder, GoodTime. “Through this partnership, we combine the power of GoodTime Hire with SuccessFactors to help teams automate time-consuming scheduling activities, drastically increase productivity and efficiency, and ultimately reduce time-to-hire. By onboarding in the SAP platform, SuccessFactors clients now have access to GoodTime Hire to increase efficiency and productivity in their hiring process which is critical in today’s economic climate.”

GoodTime Hire helps talent acquisition teams improve productivity and efficiency through: 

  • Automated Interview Scheduling: Easily coordinate single and multi-day interviews no matter the complexity
  • High-Volume Messaging: Reach candidates directly through SMS or WhatsApp with personalized 1:1 messages or in bulk
  • Intelligent Interviewer Matching: Find the best available interviewer instantly based on skills, focus area, and team, taking into account interviewer load limits
  • Candidate Engagement and Experience: Accommodate candidates with candidate-driven availability selection and self-rescheduling, and collect anonymous feedback after each step of the interview process
  • Data and Insights: Unlock data not available in your ATS and quickly identify opportunities for improvement with dashboards on recruiting, interviewers, interview time, and more

SAP Store, found at store.sap.com, delivers a simplified and connected digital customer experience for finding, trying, buying and renewing more than 2,300 solutions from SAP and its partners. There, customers can find the SAP solutions and SAP-validated solutions they need to grow their business. And for each purchase made through SAP Store, SAP will plant a tree.

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 seven million smart meetings with GoodTime. Learn more at goodtime.io

SAP and other SAP products and services mentioned herein as well as their respective logos are trademarks or registered trademarks of SAP SE in Germany and other countries. Please see https://www.sap.com/copyright for additional trademark information and notices. All other product and service names mentioned are the trademarks of their respective companies.

Over 40% of Talent Leaders in Tech Set Sights on Efficiency and Automation, According to GoodTime Survey

GoodTime Releases 2023 Hiring Insights Report: Technology Edition

March 7, 2023, SAN FRANCISCO – After surveying 531 talent acquisition leaders across sectors for its 2023 Hiring Insights Report, today GoodTime released the report’s technology edition, featuring sector-specific insights. Based on responses from 103 talent acquisition (TA) leaders in tech, the report highlights the challenges tech hiring leaders face in a tenuous economy and explores changes companies are making to weather the storm. 

The high-level findings from the 2023 Hiring Insights Report, Technology Edition, include:

  • Only 52% of hiring goals were met by tech hiring teams in 2022
  • 34% of subjects reported mental health and wellness concerns as a top challenge last year
  • A whopping 57% of subjects reported layoffs; 22% reported a reduction in force of 20% or more
  • 46% of respondents will increase personalization in the hiring process in the coming year
  • Over 40% of TA leaders look to improve hiring efficiency and automation through better tech recruiting software in 2023

Economy hit tech TA teams especially hard

The report paints a stark picture of challenges endured by tech TA leaders over the past twelve months, with 34% of respondents citing mental health concerns as a top challenge. Adapting to a remote interview process (30%) and resume-skill mismatch (28%) took second and third place as the biggest challenges faced. In today’s economy, TA leaders must manage company expectations with reductions in force while being empathetic to employee burnout and navigating an ever-changing remote or hybrid interview process. 

Efficiency and automation a top focus 

Looking ahead, hiring leaders know that efficiency and automation are needed to deliver against hiring goals with less budget and fewer people. Hiring hurdles anticipated over the next 12 months include candidates withdrawing from the hiring process (30%) and parental work-life balance (27%), as candidates are only too ready to drop out of an inefficient process that doesn’t fulfill their expectations. A slow-moving, impersonal process that leaves candidates guessing is no longer an option for TA teams in tech to remain competitive. 

“We feel the pain that the tech sector is facing in this hiring climate,” said Ahryun Moon, CEO of GoodTime. “TA teams must improve efficiency and automate while creating a more bespoke candidate experience that sticks with top talent. Understanding challenges and opportunities, both past and present, helps hiring leaders to understand how best to set themselves up for future success.”

To access the full report, visit here.

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 over seven million smart meetings with GoodTime. Learn more at goodtime.io.

Limitations of Hiring Technology the Top Concern for Companies in 2023, According to Hiring Insights Report from GoodTime

GoodTime Releases 2023 Hiring Insights Report

San Francisco, CA (FEBRUARY 21, 2023) In the face of economic disruption and competing hiring issues of layoffs and candidate shortages, the only constant is change in today’s workplace. GoodTime today published the 2023 Hiring Insights Report to identify key talent acquisition (TA) trends and understand the sentiment around the hiring climate to help TA leaders to adapt talent strategies and be successful in the next year and beyond.

GoodTime announced its findings from its annual Hiring Insights Report to gauge talent acquisition’s current and future landscape. GoodTime surveyed 531 talent acquisition leaders across the U.S. to hear about their most critical hiring challenges—and how they’re meeting the demands of candidates in a changed hiring landscape. 

The report highlights the challenges of hiring in an ever-changing economic and business climate, 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:

  • On average, less than 50% of hiring goals were met in 2022
  • 44% reported that an increase in recruitment team turnover impacted their ability to move candidates through the funnel quickly
  • Over 70% surveyed said the time-to-hire increased in the past 12 months
  • The biggest challenge hiring teams face in the year ahead is the limitations of their current hiring tech stack
  • Improving efficiency and automation in the hiring process are the top two areas talent teams will prioritize in 2023

Companies far from hitting their hiring goals

It’s hard out there for HR and talent leaders. As employees resigned and layoffs commenced,  companies scrambled to backfill critical roles, hiring 274 new employees, on average, in 2022. According to the report, on average, respondents attained less than 50% of their hiring goals in 2022, two points worse than in 2021. To make matters even direr, 71% of talent leaders report that it is taking longer to fill an open position in 2022; up over 11 points from 60% last year. 

Automation and efficiency are crucial to scaling hiring

Across industries, the number one challenge companies anticipate in 2023 is the limits of their current hiring technology, cited by 27% of respondents. The top areas of improvement reported include improving overall efficiency (39%) and optimizing automation in the hiring process (37%), followed by increasing offer acceptance rates (35%). 

“With changes in hiring policies, candidate needs, and the economy, it’s no secret that the landscape continues to evolve quickly. Those who make automation and efficiency priorities stand a far greater chance of success, now and in the future,” said Ahryun Moon, CEO & Co-Founder, GoodTime. “Hiring leaders know that having a fast, responsive candidate experience is key to win top talent. The report findings clearly show that companies mired in outdated processes will continue to struggle to hit their goals, while others focus on efficiency and automation improvements in the year ahead.” 

Download the full 2023 Hiring Insights Report.

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 seven million smart meetings with GoodTime.

Goodtime Announces Innovative Collaboration With Uber for Business to Help Talent Acquisition Teams Level Up the Candidate Experience

San Francisco, CA (JANUARY 25, 2023)GoodTime, the Meeting Optimization Engine that makes business meetings smarter, announces a new integration with Uber for Business, Uber’s enterprise arm, to help recruiting teams further automate the interview process and reduce time-to-hire while offering a perk-enhanced candidate experience. This is a first-of-its-kind integration for Uber for Business in the HR and recruiting industries, creating an elevated experience for candidates and a true innovation for hiring teams. 

The last year has amplified the importance of attracting and retaining employees. As the labor market shifts, companies are paying even closer attention to hiring the right person for the right role, which is critical when navigating a challenging economic environment. With demand for hiring efficiency increasing, there’s a renewed focus on technology to help streamline processes and improve the candidate experience, onsite and remote.  

The GoodTime and Uber for Business integration lets companies include vouchers for rides and meals with Uber to prospective hires directly in their interview calendar invites. For onsite interviews, teams can offer vouchers for rides with Uber to get them to the office, enhancing the candidate experience. For remote interviews, candidates can enjoy vouchers for meal deliveries with Uber Eats for a “lunch on the company.” 

“The collaboration between GoodTime and Uber for Business is a win-win for talent leaders,” said Don Darrah, Head of Partnerships at GoodTime. “Thanks to the integration with vouchers from Uber for Business, candidates get a world-class experience before the interview process even begins, allowing hiring teams to focus on landing top talent.” 

“Going the extra mile to offer vouchers for rides and meals shows candidates you care about their experience holistically,” said Susan Anderson, Global Head of Uber for Business. “Demonstrating a people-first approach from the start helps to differentiate your company from the competition.” 

The Uber for Business integration can be leveraged directly in GoodTime to help recruiting coordinators offer candidates vouchers from Uber for Business. GoodTime automatically adds vouchers to email invitations so that candidates have everything they need in one spot. This seamless, integrated experience can improve candidate engagement and provides a best-in-class experience from the very first touchpoint.

“The fastest hiring team offering the best experience typically gets the best candidates. For the first time in HR tech, GoodTime and Uber for Business offer that,” said Ahryun Moon, co-founder and Head of Company Strategy for GoodTime. 

To learn more about GoodTime and get a demo of the Uber for Business integration, visit goodtime.io.

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 while reducing time-to-hire by up to 50%. Over 300 leading companies like Spotify, Slack, Pinterest, Okta, HubSpot, and Box have scheduled more than seven million smart meetings with GoodTime. Learn more at goodtime.io.

GoodTime Lands Spot on Fastest-Growing Company in North America on the 2022 Deloitte Technology Fast 500™

San Francisco, CA (NOVEMBER 17, 2022) GoodTime, the world’s first Meeting Optimization Engine that makes meetings smarter, today announced it ranked #329 on the Deloitte Technology Fast 500™, a ranking of the 500 fastest-growing technology, media, telecommunications, life sciences, fintech, and energy tech companies in North America, now in its 28th year. GoodTime grew 423% during this period.

GoodTime’s co-founder and CEO, Ahryun Moon, credits the push for automation and process efficiency in work tech with the company’s 423% revenue growth.

“Technology focused on efficiency improvements throughout the hiring process are more important than ever as the business world traverses the unwieldy economic landscape,” said Ahryun Moon, CEO of GoodTime. “Once talent teams experience GoodTime’s Meeting Optimization Engine, and its impact on helping companies scale through tech, its value becomes obvious. GoodTime Hire is a fundamental requirement for talent teams looking to do more with less while remaining laser-focused on the candidate relationship.”

“As the past year has shown us, innovation in important areas such as life sciences is critical to addressing infectious disease and other global health issues,” said Paul Silverglate, vice chair, Deloitte LLP and U.S. technology sector leader. “In addition, technology must keep pace with ever-changing consumer and corporate demands for faster, safer and more efficient solutions to new societal challenges. Each year I am in awe of the immense talent the Technology Fast 500 rankings reveal, confirming the winners’ relentless pursuit of creativity and their ability to solve real-world problems that benefit us all.”

“This year’s Technology Fast 500 list is a true reflection of some of today’s most determined and inspiring pioneers who have prospered by anticipating what’s next, understanding what’s needed to succeed and driving creativity forward,” said Christie Simons, partner, Deloitte & Touche LLP and industry leader for technology, media and telecommunications within Deloitte’s audit and assurance practice. “Representing all facets of technology, the winners have shown they not only have the vision but can also expertly manage their companies through rapid growth. We congratulate each winner on their impressive achievements.”

About the 2022 Deloitte Technology Fast 500™
Now in its 28th year, the Deloitte Technology Fast 500 provides a ranking of the fastest-growing technology, media, telecommunications, life sciences, fintech, and energy tech companies — both public and private — in North America. Technology Fast 500 award winners are selected based on percentage fiscal year revenue growth from 2018 to 2021.

In order to be eligible for Technology Fast 500 recognition, companies must own proprietary intellectual property or technology that is sold to customers in products that contribute to a majority of the company’s operating revenues. Companies must have base-year operating revenues of at least US$50,000, and current-year operating revenues of at least US$5 million. Additionally, companies must be in business for a minimum of four years and be headquartered within North America.

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.

About Deloitte
Deloitte refers to one or more of Deloitte Touche Tohmatsu Limited, a UK private company limited by guarantee (“DTTL”), its network of member firms, and their related entities. DTTL and each of its member firms are legally separate and independent entities. DTTL (also referred to as “Deloitte Global”) does not provide services to clients. In the United States, Deloitte refers to one or more of the US member firms of DTTL, their related entities that operate using the “Deloitte” name in the United States and their respective affiliates. Certain services may not be available to attest clients under the rules and regulations of public accounting. Please see www.deloitte.com/about to learn more about our global network of member firms.

Insider Q&A: GoodTime CEO Ahryun Moon on automation | Associated Press


By BARBARA ORTUTAY, Associated Press

The original article is posted here.

Ahryun Moon got into programming because she wanted to automate the tedious parts of her job as a financial analyst. She did, becoming an engineer first, then founding GoodTime, a startup that helps businesses schedule job interviews and more, in 2016. Moon spoke with The Associated Press about automation, diversity among startup founders and how the pandemic changed job interviews. The interview has been condensed and edited for clarity.

“For female founders, I think it’s harder. An investor I know told me that while no one talks about it, there is a ‘female founder discount’. If we can fix that, that could really generate a new, larger community of female entrepreneurs.”

Ahryun Moon

Q: How did you start GoodTime?

A: I decided to throw accounting and finance behind me and really pursue engineering. For about three years in San Francisco, I just decided to create a bunch of websites, web apps, mobile apps, and so on. The other founders of GoodTime are engineers, too and we decided to go to a bunch of hackathons. The last one we went to, we won, and the person giving out the awards was a recruiter. She said in passing that she spends most of her day scheduling interviews, rescheduling interviews, tracking people down when they don’t show up, and so on. And I was thinking, “Oh, what if I can automate that for her?” That’s how GoodTime was born.

Q: What kinds of companies use GoodTime, and who would you like to see as your audience as you expand?

A: Brand names like Airbnb, Dropbox, Sparks, Shopify, Snap, Salesforce, and so on. Right now, I would say early adopter technology companies are using GoodTime but we really want to expand to the rest of the market.

Q: Is there anything you took away from how our use of technology changed or accelerated during the pandemic and how it applies to GoodTime?

A: At the beginning, it was kind of chaotic. No one knew what was going on. But quickly, people, the industry, really adapted to the new mode of working, which is remote interviews — which actually, at that time, was a foreign concept.

“How can you hire someone that you’ve never met in person?” was typically how people thought. Then that quickly changed. People adapted and GoodTime was really crucial in that a lot of our customers said “Now that interviews are over Zoom and you are not coming into the office, candidates actually want to do the interviews over multiple days instead of all on one day.” So GoodTime can support breaking that down to multiple dates so that it’s catering to the candidates’ needs.

Q: What can you tell us about your experience starting a company as a woman, since women still make up a small fraction of founders? In 2021, companies founded solely by women garnered just 2.4% of the total capital invested in venture-backed startups in the U.S., according to PitchBook.

A: While I was fundraising, I realized there’s a trend that female founders don’t get the same valuation that a male counterpart may get. And it may be because of the way we pitch, the way male founders pitch, and so on. The impact of not getting the valuation that you deserve is that if you raise a small amount of money at a lower valuation, then it’s harder to grow at the same rate as male founders can grow their companies.

You know, female founders help out other female founders. But if you get the valuation that’s lower than what you really deserve and you still have to raise a certain amount of money to grow the company, then you end up actually selling a lot of your shares. So your portion of the company shrinks really dramatically after each fundraising event. What that means is you cannot do a secondary round, meaning you don’t have any money to actually invest back into the female entrepreneurial community, which creates a negative cycle.

So a lot of male founders actually end up becoming investors, angel investors, because they can get a really high valuation. For female founders, I think it’s harder. An investor I know told me that while no one talks about it, there is a female founder discount. If we can fix that, that could really generate a new, larger community of female entrepreneurs.

Q: There’s a lot of talk about automation replacing people’s jobs. Has that been your experience? Do you feel that jobs are in danger because of the products that you build?

A: Recently, I met with one of our users and she said, “Hey, I was hired as a recruiting coordinator, but I was able to do my job in two hours every day instead of taking the full eight hours. Within two months, they actually promoted me into a recruiter position because I got my job done so fast.” So we see people getting promoted because of the time, and what we automate is the portion that humans really shouldn’t be doing.

GoodTime Announces Flexible Scheduling For Multi-Day Interviews

SAN FRANCISCO, Oct. 03, 2022 (GLOBE NEWSWIRE) — Today, GoodTime, the world’s first Meeting Optimization Engine, announced a new feature for its flagship product, Hire, called Flexible Scheduling. The first of its kind, Flexible Scheduling thinks like a recruiter and optimizes complex interviews across multiple days, ending the need for a full day of interviewing. It also works across teams, tools, and time zones, getting interviewers and candidates connected quickly and smoothly, taking into account nuanced schedule variables like blocked time and meeting priority.

The Challenge with Scheduling Candidate Interviews

One of the most common challenges is working across multiple teams with frequent delays in scheduling candidate interviews. Delays create a butterfly effect for interviewers, candidates, and hiring teams, all trying to achieve one goal, filling a role. According to HR Dive, it takes about 60 days to fill a non-managerial professional role. As part of finding the perfect candidate, interviews are vital in building “candidate relationships” that carry over as positive employee relationships.

In the GoodTime Hiring Insights Report, 46% of respondents said creating meaningful relationships with candidates is more important now than ever. Best practices in the hiring space dictate that companies offering flexibility in scheduling can also be a good demonstration of the company’s culture, mission, and values during the interview process.

How GoodTime’s Flexible Scheduling Works

At its core, GoodTime’s Flexible Scheduling delivers intelligence that moves from simple to sophisticated. It considers dozens of variables across multiple days and considers options nuanced and intelligently. It’s like having another talented recruiting coordinator who finds hidden opportunities to get in front of candidates faster with the right team at the right time.

Flexible Scheduling can complete a two-hour task in seconds, so recruiting coordinators can now easily organize complex interview panels and manage them to completion. With automatic substitutions, rescheduling, reminders, agendas, and all related logistics and communications handled seamlessly; teams are able to stay on the same page without all the back and forth. . This new level of automation intelligence eliminates up to 70% of the time needed to schedule and manage the entire interview process while providing candidates and the interview team with the ultimate scheduling efficiency.

Benefits of GoodTime’s Flexible Scheduling include:

  • Built For Speed: Sort hundreds of scheduling possibilities in seconds. Review the top choices while Hire surfaces additional options in the background.
  • Intelligent Automation: Selecting the first open calendar space is not intelligent automation. Flexible Scheduling assesses existing commitments, conflicts, load, working hours, time zones, and more to find the best fit for your team and candidates.
  • Schedule Without Compromise: A truly flexible interview scheduling solution, purpose-built for today’s dynamic interview experience. Meet onsite, remotely, or a combination of both. Consider interviews over one or more days. Dictate meeting order, or let Hire select the best available options.
  • Interviewer Selection: Build and manage advanced panels by including interviewers with logic that provide instant selections and substitutions based on availability, skillset, training level, load, and more.

“We take pride in team collaboration and diverse perspectives; that’s why our team has worked in cooperation with talent acquisition leaders to create Flexible Scheduling, which features an enhanced algorithm so that no one misses on an opportunity or a great candidate. Scheduling should be anything but overwhelming, and in your total control, personalized how you see fit,” said Ahryun Moon, GoodTime co-founder and Head of Company Strategy.

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 seven million smart meetings with GoodTime. Learn more at goodtime.io.

GoodTime Ranks on the 2022 Inc. 5000 Annual List

NEW YORK, Aug. 16, 2022 (GLOBE NEWSWIRE) — Today GoodTime, the world’s first Meeting Optimization Engine that makes meetings smarter, made Inc. magazine’s prestigious Inc. 5000 list, ranking No. 1,318 of the 5,000 fastest-growing private companies in America. The list represents a one-of-a-kind look at the hugely successful companies within the economy’s immensely dynamic segment—its independent businesses. Facebook, Chobani, Under Armour, Microsoft, Patagonia, and many other well-known names gained their first national exposure as honorees on the highly competitive list.

“It’s an honor to be named to the Inc. 5000. The entire team is excited about this accomplishment,” said Ahryun Moon, CEO and Co-Founder of GoodTime. “The Inc. 5000 list recognizes the hard work the team has put into making GoodTime an important partner to companies who want to make meetings smarter. Through the GoodTime Meeting Optimization Engine, we’re proud to help our customers by saving them millions of dollars in time lost when scheduling meetings and hiring new talent. Facilitating smart meetings fueled by our three pillars of automation, relationships, and data-driven insights is our number one goal.”

The companies on the 2022 Inc. 5000 have not only been successful, but have also demonstrated resilience amid supply chain woes, labor shortages, and the ongoing impact of COVID-19. Among the top 500, the average median three-year revenue growth rate soared to 2,144 percent. Together, those companies added more than 68,394 jobs over the past three years.

Complete results of the Inc. 5000, including company profiles and an interactive database that can be sorted by industry, region, and other criteria, can be found at www.inc.com/inc5000. The top 500 companies are featured in the September issue of Inc. magazine, which will be available on August 23.

“The accomplishment of building one of the fastest-growing companies in the U.S., in light of recent economic roadblocks, cannot be overstated,” says Scott Omelianuk, editor-in-chief of Inc. “Inc. is thrilled to honor the companies that have established themselves through innovation, hard work, and rising to the challenges of today.”

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.  

More about Inc. and the Inc. 5000

Methodology
Companies on the 2022 Inc. 5000 are ranked according to percentage revenue growth from 2018 to 2021. To qualify, companies must have been founded and generating revenue by March 31, 2018. They must be U.S.-based, privately held, for-profit, and independent—not subsidiaries or divisions of other companies—as of December 31, 2021. (Since then, some on the list may have gone public or been acquired.) The minimum revenue required for 2018 is $100,000; the minimum for 2021 is $2 million. As always, Inc. reserves the right to decline applicants for subjective reasons. Growth rates used to determine company rankings were calculated to four decimal places. The top 500 companies on the Inc. 5000 are featured in Inc. magazine’s September issue. The entire Inc. 5000 can be found at http://www.inc.com/inc5000.

About Inc.
The world’s most trusted business-media brand, Inc. offers entrepreneurs the knowledge, tools, connections, and community to build great companies. Its award-winning multiplatform content reaches more than 50 million people each month across a variety of channels, including websites, newsletters, social media, podcasts, and print. Its prestigious Inc. 5000 list, produced every year since 1982, analyzes company data to recognize the fastest-growing privately held businesses in the United States. The global recognition that comes with inclusion in the 5000 gives the founders of the best businesses an opportunity to engage with an exclusive community of their peers, and the credibility that helps them drive sales and recruit talent. The associated Inc. 5000 Conference & Gala is part of a highly acclaimed portfolio of bespoke events produced by Inc. For more information, visit www.inc.com.

For more information on the Inc. 5000 Conference & Gala, visit http://conference.inc.com/.

Scheduling meetings burns productivity. Automation can help.

“We want to replace Google Calendar, Microsoft, Calendly or any other software out there that’s utilized for meeting coordination,”

GoodTime co-founder Ahryun Moon

The original article can be found here.

In her time as a financial analyst for chip company Freescale Semiconductor, the tasks Ahryun Moon hated the most were the mundane things like inventory analysis, which took up most of her time.

In her frustration, she learned to code and automated this process for herself and her entire team. That, Moon said, ended up saving her team a month of time each quarter, and led her to a realization: Automating mundane tasks can make a world of difference in productivity.

Moon is the co-founder of GoodTime.io, an enterprise software company that automates workplace processes. GoodTime’s two main products are Hire, its flagship software that schedules interviews with candidates from start to finish, and Meet, which automates scheduling meetings based on people’s jobs and availability. Since the company’s inception in 2016, it’s notched major clients like Zoom, Pinterest and Patreon. Now, she wants GoodTime to challenge calendar giants like Google and Microsoft for users’ attention.

Moon sat down with Protocol to talk about the power of automation, tips on how to make meetings more efficient and the pandemic being an accelerant for the company’s growth.

This interview has been edited for brevity and clarity.

Tell me about the beginning. What was the inspiration to start GoodTime?

I come from a financial background; I was a financial analyst. At one point, I felt like there was a pattern in the work that I did, and it dawned on me that I could probably automate the work that I was doing. I learned Python and I created a software that was able to automate a really large portion of my work. It was really eye-opening for me. Then everyone in the finance department actually adapted my software. It saved the entire finance team about a month of work per quarter, and we were able to bring financial results to the business division a month earlier every quarter.

After, I decided to really change my career into engineering. I [taught] myself how to code for three years, using free resources online. Then, just kind of for fun, [GoodTime’s] three founders — myself, Jasper [Sone] and Peter [Lee] — we decided to go to a bunch of hackathons together. We thought it would be nice to make some money on the weekends.

The last hackathon we went to was the Launch Hackathon, put on by Jason Calacanis. And we won. We had to go to the Coinbase office to get the [reward]. We had coffee [with a recruiter, who was in charge of giving us the reward] and she said in passing that she spends more than half of her day scheduling and rescheduling interviews and wasting a lot of time doing that instead of actually recruiting. And that kind of dawned on us: What if we can automate that part away?

So at the time, I just told the other two founders to quit their full-time jobs. Let’s just do this and see what happens. That’s how GoodTime was born.

I want to talk a little bit about your flagship product, Hire. How does it work?

Hire automates the entire coordination of the interviews. Whether it be extremely high volume, simple interviews, just one-on-one with the recruiter, or really complex interviews as well, like when a candidate for a final interview has to meet with eight different people from eight different departments. The recruiter or coordinator just has to click a couple of buttons, a candidate would get an email telling them to pick a time that works for them. Then their agenda is in there, interviewer profiles are there. Everything that they need, including Zoom links.

Using interviewer data — such as their training status, their location, their diversity and inclusion status and so on — we can pick the right interviewer to be in each interview, and match them with the right candidate.

I can imagine that your products are really remote-work friendly. How did the pandemic affect your business?

During 2020, things changed overnight. Everything went remote, and that’s when GoodTime became extremely valuable to our customers. Before then the last interview was always in person, because hiring managers didn’t feel comfortable hiring people that they’d never met. So when that went away, you still had thousands of interviews that were supposed to be in person.

Then in 2021, everyone was hiring like absolutely crazy. Automation became really, really important. Corporate America has really learned the lesson that you can’t just throw more people at the problem anymore. People leave all the time, churn is crazy. So digital transformation, automation technologies aren’t just lip service anymore. That’s the tailwind that we utilized in 2021, and we really grew rapidly.

 Ahryun Moon with co-founders Jasper Sone (middle) and Peter Lee at a hackathon in 2014 before they started GoodTime.io.Photo: GoodTime.io

Things have changed a bit since 2021, though, specifically in these last couple of months. How have things changed for your clients in terms of hiring amid the downturn?

The last couple of months have been filled with uncertainty. It’s not like there’s a clear signal for a recession, there are no clear signals in terms of the job market, because typically a recession is accompanied by job loss and high unemployment rate, which is absolutely not the case. The job market is stronger than ever.

I don’t have a crystal ball, I don’t know exactly what’s going to happen in the future. And I think that’s how our customers feel. Which means they’re in a somewhat of a hunkering-down mode. But what we’ve heard from our customers is that they are actually doubling down on GoodTime and automation technology in general. They’ve learned the lesson from 2020 where it felt like the whole demand curve shifted overnight. But then, within about a quarter or two, we saw our usage spiking like crazy. So everyone is telling me that, based on their experience in 2020, within a quarter or two they’re going to have to hire like crazy again.

How has your company managed to snag major clients like Zoom, Box and Pinterest? What’s drawing them in?

I think it’s changed over time. So when companies were hiring like crazy, they really needed to automate the entire process so that they could get the candidates in the door faster. The market still is extremely competitive — there are 1.9 jobs per candidate — meaning those candidates get snatched up from the market really quickly, within just a couple of weeks. So our software with automation can really help them put their candidates through the entire interview process quickly and get to the offer stage very quickly. You want to be the first offer on the table, and the best.Recently another benefit that has actually come up quite a lot from our customers is actually payroll savings. So when they use GoodTime, a recruiting coordinator can actually double the output, meaning you don’t need to hire as many recruiters to do the same job.

So GoodTime’s other product, Meet, automates the process of scheduling meetings. Do you have any tips on making meetings more efficient?

The first pillar is automation, so that you don’t waste time trying to book that meeting that works for everyone. Relationship is the second pillar, meaning you want to have the right people in each and every meeting, people who can actually add value in that meeting.

The last one is insights and data on meetings. Typically, meetings fall into some kind of process, whether it be sales meetings or customer success meetings or job interviews and so on. You want to try to see a pattern across the entire process and see if you can improve the quality of each and every one that happens in that process, which means you need to measure the efficiency and effectiveness of those meetings and continue to improve upon them.

What do you hope the future of GoodTime looks like? What are your goals?

We’d love to see GoodTime getting bigger adoption. We want to replace Google Calendar, Microsoft, Calendly or any other software out there that’s utilized for meeting coordination. We do sit on top of Google Calendar and Microsoft Calendar, but what we want to steal from them is people’s attention.

We would love for GoodTime to be one of the heavy hitters in that market. The number of meetings on everyone’s calendars is growing — everyone is meeting more than ever. So I would love to see the meetings market getting a lot more attention. Calendars are one of the last spaces that haven’t really been transformed yet in the corporate world.

Nat Rubio-Licht is a Los Angeles-based news writer at Protocol. They graduated from Syracuse University with a degree in newspaper and online journalism in May 2020. Prior to joining the team, they worked at the Los Angeles Business Journal as a technology and aerospace reporter.

The Deprioritization of Diversity and Its Impact on Hiring

Courtesy of ERE.net Original article can be found here.

For decades, companies have enjoyed a talent marketplace where employees generally enjoy the stability of their current job and a robust pipeline of talent every year. If your employee left to take a more lucrative position somewhere else, there were dozens, if not hundreds, of candidates eager to take their place. 

But this dynamic has been shifting over time, as more people switched jobs more quickly, were less inclined to take a job they did not want, or were open to nontraditional opportunities like consulting, freelancing, or other gig work. In other words, the Great Resignation.

Covid was not the cause of the Great Resignation; it was the accelerant. It’s now a seller’s market where potential employees are interviewing with more companies, receiving more offers, and making decisions quicker. 

Indeed, GoodTime’s recent 2022 Hiring Insights Report reveals that talent leaders are now struggling to keep up with hiring demands. The normal supply of job candidates has dried up, and those looking to join companies have new motivations. Inducements like bonuses, gift packages, and other one-directional perks no longer work when candidates are more interested in a meaningful job and a greater sense of community.

Unfortunately, many companies are using an antiquated playbook. Specifically, a key reason why employers are struggling with talent acquisition and retention is their approach to diversity.

Deprioritizing Diversity

According to the report’s findings, the biggest talent challenge companies are facing is retaining their employees. Not only that, they expect that to continue as their biggest challenge over the coming year. While it’s true that external forces have made hiring more challenging (by virtue of fewer candidates for more open roles), companies that struggle may have a slight misalignment of priorities. 

Surveyed HR, talent, and recruiting leaders said the quality of hire was their most important metric (24%), while only 13% cited diversity of candidates. While this makes sense on a practical level, failing to prioritize diversity may hasten employee resignations, as well as make it more difficult to hire quality candidates going forward.

Not Meeting New Candidate Demands

While 90% of respondents agreed that conveying company culture to candidates is important, only 53% said they actually did so during the hiring process. That’s a clear misalignment. 

Additionally, only 31% of companies have been making diversity, equity, inclusion, and belonging (DEIB) a measurable priority in the past 12 months, while only 38% of companies plan to make it a measurable priority over the next 12 months. Organizations really should do better.

The Way Forward

Remember: Candidates are interviewing companies just as much as the reverse. Talent executives need to tap into the diversity of their workforce and empower employees to make the case for why their company’s culture and approach to DEIB make it a rewarding workplace to join.

Ultimately, companies should prioritize DEIB because it’s the right thing to do. But even beyond that, the data is clear: Potential and existing employees all say DEIB is a huge priority. And many companies that struggle to recruit employees may not realize their lack of communication on this pertinent issue is the cause. Thus, employers need to first address their DEIB initiatives and then communicate what steps they’ve taken. Otherwise, they will continue to lose out on talent.