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Like Sapia, the team at Lever like to make life easy for recruiters. Lever streamline the hiring experience, helping recruiters source, engage, and hire from a single platform. Now you can supercharge your Lever ATS by seamlessly integrating interview automation from Sapia. Integrating is easy, and secures fairer, faster, and better hiring results. In the war for talent, you’ll pull ahead of your competitors even faster with Sapia + Lever. 

Hiring is more complex than ever

There’s a lot expected of recruiters these days. Attracting candidates from diverse backgrounds and delivering exceptional candidate care whilst selecting from thousands of candidates isn’t easy.

Recruiters are expected to:

• Find the right people, ensuring a diversity of candidates
• Fill roles quickly and efficiently
• Interrupt bias in hiring and promotion
• Ensure every person hired amplifies the organisation’s values
• Create a candidate experience that is engaging and rewarding

Simplify Lever ATS hiring

A lot is expected from recruiters, from screening thousands of applicants to attracting candidates of diverse backgrounds and delivering a great candidate experience. But technology has advanced a lot and can now better support recruiters.  

The great news is that when you integrate Sapia artificial intelligence technology with the powerful Lever ATS, you will have a faster, fairer and more efficient recruitment process that candidates love.

You can now:

• Reduce your screening time by up to 90%
• Increase your candidate satisfaction to 99%
• Achieve interview completion rates over 90% and
• Reduce screening bias for good!

Sapia + Lever

Gone are the days of screening CVs, followed by phone screens to find the best talent. The number of people applying for each job has grown 5-10 times in size recently. Reading each CV is simply no longer an option. In any case, the attributes that are markers of a high performer often aren’t in CVs and the risk of increasing bias is high.

You can now streamline your Lever process by integrating Sapia interview automation with Lever.

We’ve created a quick, easy and fair hiring process that candidates love.

1. Create a vacancy in Lever, and a Sapia interview link will be created. 
2. Candidates receive the link. Every candidate will have an opportunity to complete a FirstInterview via chat, automatically sent to them after completing their application in Lever.
3. Candidates receive feedback. Every candidate will automatically receive a personalised personality profile and coaching tip after completing their first interview! No more candidate ghosting.
4. See results as soon as candidates complete their interview. Each candidate’s scores, rank, personality assessment, role-based traits and communication skills are available as soon as they complete the interview inside Lever. 

By sending out one simple interview link, you nail speed, quality and candidate experience in one hit.

Integrate Lever and get ahead.

Sapia’s award-winning chat Ai is available to all Lever users. You can automate interviewing, screening, ranking, and more, with a minimum of effort! Save time, reduce bias and deliver an outstanding candidate experience.

Experience a Sapia FirstInterview for yourself

The interview that all candidates love.

As unemployment rates rise, it’s more important than ever to show empathy for candidates and add value when we can. Using Sapia, every single candidate gets a FirstInterview through an engaging text experience on their mobile device, whenever it suits them. Every candidate receives personalized insights, with helpful coaching tips that candidates love.

Together, Sapia and Lever deliver an approach that is: 

• Relevant Move beyond the CV to the attributes that matter most to you: grit, curiosity, accountability, critical thinking, agility, and communication skills
• Respectful Give every single person an interview and never ghost a candidate again
• Dignified Show you value people’s time by providing every single applicant with personal feedback
• Fair Avoid video in the first round of interviews and take an approach that’s 100% blind to gender, age, ethnicity, and other irrelevant attributes
• Familiar Text chat interviewing is not only highly efficient, but it’s also familiar to people of all ages  

There are thousands of comments just like this…

• “I have never had an interview like this in my life and it was really good to be able to speak without fear of judgment and have the freedom to do so.”
• “The feedback is also great. This is a great way to interview people as it helps an individual to be themselves.”
• “The response back is written with a good sense of understanding and compassion.”
• “I don’t know if it is a human or a robot answering me, but if it is a robot then technology is quite amazing.”

Test drive it for yourself here (it takes 2 minutes!)  

Recruiters love using artificial intelligence in hiring.

Recruiters love that Sapia TalentInsights surface in Lever as soon as each candidate finishes their interview.

Together, Sapia and Lever deliver an approach that is: 

• Fast Ai-powered scores and rankings make shortlisting candidates quicker
• Insightful Deep dive into the unique personality and other traits of each candidate 
• Fair Candidates are scored and ranked on their responses. The system is blind to other attributes and regularly checked for bias.
• Streamlined Our stand-alone LiveInterview mobile app makes arranging assessment centres easy. Automated record-keeping reduces paperwork and ensures everyone is fairly assessed.
• Time-saving Automating the first interview screening process and second-round scheduling delivers 90% time savings against a standard recruiting process.

HR Directors and CHROs love reliable bias tracking.

Well-intentioned organizations have been trying to shift the needle on the bias that impacts diversity and inclusion for many years, without significant results.

Together, Sapia and Lever deliver an approach that is: 

• Measurable DiscoverInsights, our operations dashboard that provides clear reporting on recruitment, including pipeline shortlisting, candidate experience and bias tracking.
• Competitive The Sapia and Lever experience is loved by candidates, ensuring you’ll attract the best candidates, and hire faster than competitors.
• Scalable Whether you’re hiring one hundred people, or one thousand, you can hire the best person for the job, on time, every time.
• Best-in-class Sapia easily integrates with Lever to provide you with a best-in-class AI-enabled HRTech stack. 

Getting started is easy!

Let’s chat about getting you started – book a time here ⏰

There has been some negative media attention lately surrounding the use of Artificial Intelligence (AI) in the recruitment space with warnings ranging from the fact that AI produces a shallow candidate pool to more serious things like amplification of bias.
There are many instances of AI being used in a way that has harmful outcomes, but it is important to clarify that this is about how AI is being implemented and not an issue with the use of AI itself.

When AI is used appropriately, responsibly, and following regulatory guidelines it is an incredibly powerful tool that can create fair outcomes for candidates who are selected without bias – in a way that no other tool at our disposal can.
This is why we think it’s worthwhile that more people better understand AI and some of the differences in the way it is used and implemented.

There is no unified Ai

Most media articles refer to AI as if it represents a singular master algorithm and fail to identify how varied the implementations of it are. Almost all AI we have today falls into the category of “narrow AI”, in other words algorithms, mostly machine learning, built to solve a specific problem. E.g. classify sentiment, detect spam, label images, parse resumes. These purpose built AI are highly dependent on the nature of the underlying training data and the expertise of the developers in making the right assumptions and tests of validity of their models. When built in the right way and used responsibly, AI has the ability to empower humans. This is why at Sapia.ai we have made various conscious design choices and adhered to a framework called FAIR™ that tests for bias, validity, explainability and inclusivity of our AI based tools.

Text over video

The biggest cause for alarm is when AI is applied to analysing video, which can lead to irrelevant inputs like clothing, background, and lighting being used as predictors of personality and job-fit. Video and speech patterns also make it nearly impossible to remove demographic information like race and gender as inputs.

Additionally, analyzing facial expressions is problematic, especially when evaluating certain candidates like those with Autism Spectrum Disorder or other forms of neurodiversity.

This is why Sapia.ai does not, and will not, use AI scoring for video interviews or even voice transcriptions from videos or audio given the word error rate introduced in transcribing speech. Instead, we opt for text – which we implement in a friendly no pressure environment that feels like you are texting a friend.

It’s worth noting that no data other than the answers given by the candidate are used in the ‘fit score’ calculation – that is, we never use demographic data, social media, CV or resume data (which also contain demographic signals, even when de-identified), or behavioral metrics such as time to complete.

Even a candidate’s raw text itself contains gender and ethnicity signals that can introduce bias, if not mitigated. This is why we only use feature scores (e.g., personality, behavioral competencies, and communication skills) derived according to a clearly defined rubric in our scoring algorithms, which our extensive research shows contain significantly less gender and ethnicity information than raw text.

Aim to uncover hidden talent while measuring potential

Another common concern is that AI will result in more uniformity rather than diversity in the workforce as algorithms narrow the pool in order to search out an employer’s ideal candidate. There are several things worth noting here.

First, identifying what the ideal candidate is – that is, what knowledge, skills, abilities, and other characteristics are important for success in the role – is what a job analysis is for and should, legally, be what your selection tool is designed to measure.

This is also not specific to AI, as all selection systems are designed to identify which candidates have a profile of traits and characteristics that indicate they will likely be successful in the role. This doesn’t automatically mean that every hire is going to be exactly the same, though. When you focus on the traits and characteristics that will set someone up to be successful, considering potential more than background or pedigree, you’re more likely to uncover hidden talent and hire more successful people from a broader, more diverse range.

Relying solely on past data to build your model also runs the risk of introducing historical data biases. This is actually why it is so important to consider the ideal candidate profile and use that to inform your scoring model. We strongly believe in keeping the human in the loop, which is why our scoring models are centred around the human-determined (via job analysis) ideal candidate profile and then optimized to ensure all bias constraints (e.g., 4/5ths rule and effect sizes) are met.

Using this approach, Sapia has helped clients achieve their DEI goals and increase their diversity hires, including impressive statistics like hiring 3x more ethnic minorities, 1.5x more women, and 2x more LGBTQ+ candidates in just 3 months.

Keep Ai processes transparent

Lastly, it’s worth acknowledging that there is often a “black box” mystery of how AI recruitment tools work. People don’t trust what they don’t understand. While we don’t expect everyone to be an expert in AI or Natural Language Processing, we do strongly believe in building trust through transparency and work hard to make sure that our models are easily understood and open to scrutiny. From third-party audits to detailed model cards to in-depth dashboarding and reporting, we aim to maximize transparency, explainability, and fairness.

We believe a fairer future can only be achieved when AI is used responsibly. AI is not the enemy, rather it’s the experience and motivation behind those promoting it that can make the difference between what is good AI and what is harmful AI.