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July 21, 2021 37 min

Increasingly, job seekers need to pass a series of ‘tests’ in the form of artificial intelligence games—just to be seen by a hiring manager. In this third, of a four-part miniseries on AI and hiring, we speak to someone who helped create these tests, we ask who might get left behind in the process and why there isn’t more policy in place. We also try out some of these tools ourselves.


We Meet:

Matthew Neale, Vice President of Assessment Products, Criteria Corp. 

Frida Polli, CEO, Pymetrics 

Henry Claypool, Consultant and former Obama Administration Member, Commission on Long-Term Care

Safe Hammad, CTO, Arctic Shores  

Alexandra Reeve Givens, President and CEO, Center for Democracy and Technology

Nathaniel Glasser, Employment Lawyer, Epstein Becker Green

Keith Sonderling, Commissioner, Equal Employment Opportunity Commission (EEOC)


We Talked To: 

Aaron Rieke, Managing Director, Upturn

Adam Forman, Employment Lawyer, Epstein Becker Green

Brian Kropp, Vice President Research, Gartner

Josh Bersin, Research Analyst

Jonathan Kestenbaum, Co-Founder and Managing Director, Talent Tech Labs

Frank Pasquale, Professor, Brooklyn Law School

Patricia (Patti) Sanchez, Employment Manager, MacDonald Training Center 

Matthew Neale, Vice President of Assessment Products, Criteria Corp. 

Frida Polli, CEO, pymetrics 

Henry Claypool, Consultant and former Obama Administration Member, Commission on Long-Term Care

Safe Hammad, CTO, Arctic Shores  

Alexandra Reeve Givens, President and CEO, Center for Democracy and Technology

Nathaniel Glasser, Employment Lawyer, Epstein Becker Green

Keith Sonderling, Commissioner, Equal Employment Opportunity Commission (EEOC)


Sounds From:

*Science 4-Hire, podcast

*Matthew Kirkwold’s cover of XTC’s, Complicated Game, https://www.youtube.com/watch?v=tumM_6YYeXs


Credits:

This miniseries on hiring was reported by Hilke Schellmann and produced by Jennifer Strong, Emma Cillekens, Anthony Green and Karen Hao. We’re edited by Michael Reilly.

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