Goldfish software turbo charges the way that resumes get processed in large databases. Goldfish is an attempt to bring natural language search and semantic processing to the resume search universe.
Goldfish offers natural language search and semantic processing to turbo charge the way that resumes get processed in large databases.
Last Fall’s HR Tech Europe included a startup competition. Modeled after Silicon Valley’s iTalent, the session gave a half dozen vendors the opportunity to pitch their product to a jury of seasoned judges. MIIAtech‘s Goldfish Recruitment Software won the beauty pageant.
It was a strange win. Goldfish is middle ware. The software turbo charges the way that Resumes get processed in large databases. You can’t really use the tool for anything in its standalone configuration. It’s hard for middle ware providers to make their case against more customer centric tools.
Potential buyers for Goldfish include big job boards, huge hiring authorities and the top 25 or thirty Applicant Tracking providers. Goldfish is a complex neural net that increases the likelihood that a search will find useful matches while speeding up the process. The value is a tighter set of results to search.
Most of the search processes associated with most ATS products are pretty bad. While the customer base grew up doing Boolean searches on Google, the ATS and (most of) the job board companies stood still (Monster is a notable exception). Goldfish is an attempt to bring next generation semantic processing to the Resume search universe.
The timing is good.
As we move out into the future, the single largest overarching problem in the ATS world will be accounting for and sifting through all of the data. As resumes get coupled with the full load of data from the social graph, the ability to do serious and complex searches will become a necessary part of the equation.
(The real liability problem with social media is not that people might discriminate because they see it. Rather, the huge risk is that something critical was missed in the material that should have been read before making the hire. Current notions of liability in social media, which rest on the notion that too much info is a bad thing will quickly be replaced with the need to prove legal defensibility – as in I looked at and considered everything)
The flood of relevant data is going to force recruiting departments to consider fewer candidates for each job. The cost of reviewing a single candidate’s worth of stuff is going to go through the ceiling. Recruiters will need to have ways of scanning all potentially relevant data.
Enter search engine tools that promise fewer, higher quality results.
Goldfish color codes search results into green, yellow and red piles. The software itself (which can use a full job description as a query) performs extremely complex linguistic analyses at a conceptual level. (That’s how they can search CVs and resumes across languages). The results indicate the machine’s assessment that the CV matches the job description.
This seems like the next logical stop in the progression of search in the employment universe. Where Trovix used volumes of recurring searches to get smart about itself, this approach is more structural, depending on language itself. In the face of an impending crush of data, we need new tools.
So, keep your eye on the company and the product. They are harbingers of the sort of improvements we need to survive the next several years.
