招聘流程用 Grok bot 初筛、Jev 评估七道预筛题
Grok bot 管理 ATS 并按标准预筛候选人，再发 7 道题，用 Jev 对回答打分决定是否进入真人面试；约 37.5% 回复、仅 4% 通过，视频展示了完整工作流和漏斗报告。
If you want to hire AI-native talent, use this Grok @bot. Only .2% of people are considered 'AI-native', so how do you find them? Hint: it's not going to be traditional talent managers because they're just too slow. Our talent bots: • Manage our applicant tracking system (ATS) • Pre-screen based on our criteria (e.g. 2 promotions ideally at 2 different companies; avg 3 year tenure) • If they're interested, we send 7 pre-screening questions and apologize in advance, saying we are only looking for AI-native individuals • Then we use Jev to eval based on their responses • Best ones get shortlisted for a real screening call This re-imagines the hiring process by saving both sides a ton of time. Around 37.5% of people respond to the 7 pre-screening questions, and only 4% pass the screen In the video below, you’ll see the actual workflow and the early report, including zero graded passes and zero bookings on a new run. Just remember that someone still has to check the permissions, missed runs, and missing records, then keep improving it. It ain't all sunshine and rainbows right now, but it will be soon. Bot link in first comment. 00:00 Why talent is the X factor 01:19 How Grokbot and Jev fit together 04:02 Inside the recruiting workflow 05:43 Sourcing, screening and outreach 08:00 Why I keep the hiring decision 10:54 The seven screening questions 14:00 Reading the funnel report 15:13 Why you need a bot manager 15:47 What’s working 16:10 What still needs work