Mya

Owned by Former user (Deleted)
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 Korn Ferry

Used by KellyOCG

Summary


The leading conversational AI platform for hiring teams

Transform your recruitment process by automating outreach and communication across the end-to-end candidate lifecycle


Instant connections, when it matters.

Engage with both passive and active candidates with dynamic conversational experiences.


Unlock your full potential.

Spend more time with the best candidates—automate tasks so you can focus on the strategic work.


Empower your employees.

Boost retention with a high touch experience throughout the entire candidate and employee journey.


Build lasting relationships.

Help your candidates advance in their career by matching them to their next opportunity.


Creating Impact

We work with enterprises and staffing agencies around the globe to rapidly implement and scale Mya across their businesses.

Our industry leading technology and platform has delivered transformational results, including 93% screen completion rates, 79% time-to-interview reduction, 2.5x increase in funnel conversion, and 144% recruiter productivity gains.


Conversation Quality Matters

Powered by our proprietary conversation engine, Mya leverages state-of-the-art natural language understanding and machine learning techniques to deliver the industry's most robust and engaging conversational experience. Through open-ended, natural and dynamic conversations, Mya is able to gather deep candidate insights and build trust and confidence with its users.


About Us

Mya Systems was born out of a deep sense of responsibility to solve job market inefficiencies and a confidence that technology can help. Mya does that through meaningful engagement.


Technology Demo Notes

Call Notes

I can see multiple front end recruiting uses that could reduce redundant recruiting activities. Benefit is ability to utilize the time for more productive activities, specifically candidate sourcing and attraction.

The AI did a good job behind the scenes providing appropriate responses via decision tree.   It was interactive, automated but not robotic if that makes sense.

What I was hoping is to get a trial and do a stop watch analysis once decide where to use in the process to evaluate ROI.  Didn't get to the cost or structure so need to understand that also.

Let me know if you are going to do another demo I would like to see it again or if you would like me to reach out to them.

Joseph Kotch

  • Company is 5 years old, Mya product is 1 year old.
  • Working on getting through a backlog of 1500 demo requests (earliest implementation would be end of Q4 2017)
  • Works best on high volume accounts (10K roles annually)
  • Mya comes into play after the application process, so it would need to tie into each client's ATS
    • Mya also has a light-weight ATS that could serve this purpose in a pinch, but is not their real intention
  • Most likely we would just look at this for our highest volume accounts, but even those may be too low (our highest single year hiring volume for any one client was 1647)
  • Functions
    • Sourcing: outreach
    • Engagement: FAQs, etc…
    • Screening: assessments and ranking
      • Questions based on a blueprint for each job type
    • Scheduling: calendar integration, prioritizes better fit candidates
    • Onboarding
  • Report card for each candidate
  • Integrates with ATS to identify who the candidate is and also to calendars for scheduling
  • Can also guide a candidate to positions that may be a better fit for them
  • Can follow up with people that didn't finish application
  • Uses Natural Language Processing (NLP) to interpret responses even if they are not written exactly as expected
  • Can customize personality a bit (professional, playful)
  • Process example
    • Candidate applies, submitted to ATS
    • Mya sends a chat at the end of the application process (or a text)
    • Mya will ask a series of questions about experience and job fit and availability
    • Can also respond to candidates questions during the assessment process
    • Can then schedule interview or recommend they apply to another job or simply tell them they are not fit
    • Uses Calendly for calendar integration
    • Sends email to candidate confirming interview time and location
    • Texts reminder to candidate on interview day
  • Overall Opinion: Most of the value will be for roles with much higher applicant/hire volume than we currently deal with. However, as a whole organization, we deal in very high volumes and can perhaps find a way to utilize Mya to gain internal efficiencies collectively across clients. Regardless, it will always perform better when questions about the role are fairly black and white and the kinds of people interested in the role are willing/able to interact in an online chat scenario. This will not likely be the case for higher level positions. I am very impressed with the example they walked us through. A candidate applied and a chat bot engaged with them at the end of the process. The bot asked them a series of questions about role fit and availability while also answering the candidate's questions using impressive natural language processing capabilities. The bot is then able to either point them towards other roles or schedule an interview right in the recruiter's calendar. It then sent them an interview confirmation with a packet of information and also texted them on the day of the interview. If we can find a way to utilize this internally across our various clients, knowing that the "post-application" scenario probably won't work for us (applications flow to our client's ATSs) then we may have something here. Otherwise, it is something to definitely keep in mind for some of our larger clients. Aside from some of the sourcing automation we have seen, this is the only other tool that provides any true recruiting automation so far.