By the way, we're specifically focused on non-technical hires right now. There are a few great tools out there for assessing coders (coding tests, Github), the likes of which the non-technical hiring process mostly lacks.
So far, we've designed a bunch of questions in marketing, customer service, sales, writing, etc., by getting input from people in those fields. But in the long term, we'd love to measure the correlation of our questions with actual job performance, and use that info to tune our interviews to be maximally predictive.
Hmm, that actually makes sense (I was about to complain that you were the fifth start-up to do the same) but you should properly consider dropping the video -- it is too easy to get sued for discrimination and it forces people who don't look good but are great writers (as an example) to operate under a disadvantage.
People form early impressions based solely on looks. If this became common I'd expect a companion industry to spring up styling candidates, and the only real result would be even more homologous teams.
that's true if candidates are just talking about themselves or answering easy questions (which is what some video resume companies do). But if you're answering really tough questions about a job (how to drive conversion, how to craft an email marketing campaign) it's pretty clear very quickly whether you know what you are talking about.
by the way, most candidates will eventually have to do an in-person job interview, so if looks are driving hiring decisions, this doesn't really change it.
So far, we've designed a bunch of questions in marketing, customer service, sales, writing, etc., by getting input from people in those fields. But in the long term, we'd love to measure the correlation of our questions with actual job performance, and use that info to tune our interviews to be maximally predictive.