Jonathan Badeen and the team at Tinder brought the concept of swiping to the dating scene in 2012. They weren’t the first app and certainly weren’t the first dating service. What they did bring to the mass was the idea a simple swipe to say yes I am interested or no I am not. Which brought direct feedback and a certain no-b.s. truth to the process that no one was willing to confront until then. Until now, the idea of "swipe right" for a job candidate or a work opportunity hasn't seen the light of day.

No matter how unbiased, free of judgment and open to love we all say we are, we really aren’t. We are hyper picky consciously and unconsciously. We choose who we are attracted to based on the smallest amount of details, chemical reactions, and emotional state while taking in external cues from someone’s facial features, the sound of the voice, clothing, and body language. Everything about them provides a clue to who they are and what they're all about that we are responding to. You've evaluated a tremendous amount of information about a person and formed an opinion in a matter of seconds. You make a decision to say yes or no. Albeit a skewed, emotional, sensory-based decision but a decision non-the less. In the instance of Tinder, you are saying yes or no to a romantic connection.  So, why couldn’t we apply the same ease and experience of getting a partner in life to getting the work that we want? Why can't we simply swipe right to connect to jobs and talent?

My years of discrimination cases and wrongful hiring practices screams, "No! It's too risky!" But, only if you are being discriminatory or making decisions on factors that are irrelevant to a person’s ability to do the job would you be likely to misuse the tool and introduce risk to your organization. Not to mention putting in place good legal language that sets the boundaries and helps protect all of our users.  

The hiring world is very similar to the dating world. An employer (or the people they choose to represent the company in hiring and recruiting) are looking for qualified applicants to match with.  The hiring manager creates the technical requirements, their criteria and defines their standards. Then when it comes time to have conversations with potential candidates, the process is riddled with personal biases and value systems and opinions to find the ideal candidate to fill the job.  In the US, the EEOC had 84,000 charges of discrimination in 2017 and is expected to grow a minimum of 15 %. I don’t know how many of those cases are valid but I do know that our current popular process and methods of hiring don’t allow us to disprove it.  

What if you could "swipe right" for job candidates and avoid the risk of potential discrimination by focusing on matching directly skill for skill to talent? Creating an opportunity to easily match is a benefit for the employer and talent to focus on the work and getting skills that matter. You can’t shop for your ideal partner in life because the criteria are endless and sometimes immeasurable. You can’t search for jobs and filter by candidates because you don’t know what you don’t know about working opportunities and the job seekers to make the match work.  But, you can match skill for skill when designing a job description and creating a talent profile.

Pepelwerk is designed to bring the match experience to improve how we get the work and find the candidates in a fair, responsive, accountable environment. We didn’t borrow the Tinder experience (so, you aren't literally going to swipe right for job candidates) but we are taking the lessons learned about simplifying and enhancing the quality results to bring better human connections to the working world. Getting work and getting talent to do the work doesn’t have to be so hard.

Kim Kelley
CEO and Co-Founder