Arya

Owned by Jakub Mormul (Deactivated)
Last updated: Nov 23, 2020 by Mateusz Zajac (Deactivated)
4 min read


This tool has solely been researched by the WilsonHCG Innovation team.

Used by KellyOCG

Summary


We were built with a vision to empower recruiters with AI technology.

We’re Arya, a recruiting technology company located in the heart of Raleigh, North Carolina. We pride ourselves in providing an unbiased data-driven experience that humans are incapable of creating on their own — leading organizations to find the candidates that are the best fit — where talent will grow and companies will flourish.


Simplify your recruiting process

Learn and repeat your successful hiring patterns with A.I. Talent is Everywhere. It’s time to find it.


Artificial Intelligence

Intelligent automation — going beyond human knowledge or capabilities.


Machine Learning

Consistently learning successes and failures — making data-driven predictions.


Big Data

Making complicated data accessible and meaningful.


Behavioral Pattern Recognition

Delivering profiles of individuals’ behaviors and routines.


Automated A.I. Sourcing

Become more knowledgeable about candidates by letting Arya do the sourcing — using advanced analytics and machine learning to populate your pipeline with the top talent who are the best fit for the job.


Candidate Engagement

Leverage your extra bandwidth to spend time engaging with candidates — focusing on their talent, growth, and potential — creating a coveted valuable experience for candidates and a growth opportunity for recruiters.


Mover Predictor

Pursue quality candidates who are ready to make a change by gauging their likeliness to move jobs — measured by three levels of mover probability: low, medium, and high.


Best fit Candidate

Best Fit Identifier. Identify organizational DNA alignment in candidates — taking a look inside their story and discovering the right fit for an organization.


Leverage Your Impact

Enhance your Arya experience with these additional modules.


Social Arya

Analyze more than 300 million social profiles across the open web and in your ATS.


Candidate Experience Portal

Ignite the recruiter-candidate relationship.


Candidate Experience Portal

Interactive career portal providing engagement and easy access to start a conversation with a recruiter.


Data tells a story.

By analyzing resumes, profiles, and information on the web, data uncovers candidates’ stories — creating an understanding of their background to their tenure at different jobs to the growth in the companies they have worked for. Each piece of data aligns to relay valuable insight into the characteristics, qualities, performance, and skills of a candidate.


Arya delivers it.
By analyzing commonalities drawn from this data, Arya is able to identify talent movement and hiring trends — producing actionable and meaningful insight for recruiters. By delivering this information in a matter of minutes — Arya gives recruiters deeper intel into who someone is before they even begin the recruiting process — leading them to discover the right fit quicker.


Demo Notes

  • Andrew Youn (contact) – previously worked for CareerBuilder and Monster
  • Todd Workman (contact) - previously worked in staffing and for Monster
  • Dashboard
    • Job requisitions
      • How do those get input?
        • Yes, in real-time
        • Bi Directional – When a req is opened it would push automatically, RC assignment would feed over
        • Can connect/source to multiple systems
          • Internal data – Candidate captured in the ATS
          • External – Open web (LinkedIn is a primary)
    • Stack ranked candidate list
      • Open web sources
      • Job boards
    • Short list candidate (Proceed or Reject)
      • Ability to reject similar candidates
      • Those decisions only impact the specific requisition
    • Use a network of contact information providers
      • How often is that contact info updated?
    • Ability to email and text candidates
    • Do all of these status changes need to be updated in the ATS as well?
      • Are texts recorded through to the ATS? Yes
    • Bot prescreening
    • GCalendar and Outlook integration in place
    • Integrations list (ATS)? Will provide
    • GDPR Compliance? It gets tricky when you are considering internal and external data?
    • Job Intel
      • BLS Data
        • What about other countries? Not all countries have this data. This would appear blank for any countries they do not have data for.
      • Companies where candidates are identified to match the role
      • Industries
      • Keyword sets
      • Occupations
      • Heatmap
        • Does this adjust based on the location of the role (Country maps)?
      • Are results only a result of those sourced candidates?
    • Predictive analytics:
      • Move probability considers: Tenure, Role Progression, Company Culture Comparison (Industry, Size of Company, Glassdoor), High volume of people that have moved, etc.
      • Both internal and external data
      • Candidates are presented by qualification, not probability to move
      • Frequency of updates: No set period, dynamic, based on the role you are looking at.

Additional Resources