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We just wrapped up VivaTech Paris, and what a week it was!!! TaTiO was selected as one of the finalists in the ManpowerGroup VivaTech Startup Challenge, where we had the opportunity to share what we are building and why it matters. Thank you to ManpowerGroup for the opportunity, and to everyone we met at VivaTech who is thinking seriously about the future of hiring. #VivaTech #ManpowerGroup #TaTiO #FutureOfWork #SkillsBasedHiring #HRTech #RecruitmentInnovation

One of my favorite moments at the Viva Tech was standing on stage and saying what I truly believe: Hiring is becoming too text-based. Recruiters are using AI. Candidates are using AI. And suddenly, everyone looks a little too perfect on paper. But work is not text & declarations. Work is decisions. Communication. Pace. Accuracy. Judgment. Problem-solving. That is why we built TaTiO. To move hiring from declarations to actual measured performance. In the pitch, I shared one number that always stays with me: around 30% of people who perform well in our simulations do not have previous experience with paper. That is the point. If we only screen for the right keywords, we miss people who can actually do the job. Thank you, ManpowerGroup, for selecting TaTiO as a finalist in the VivaTech Startup Challenge and for giving us the stage to share this message. This was more than a pitch for me. It was a reminder of why we are building this. #VivaTech #ManpowerGroup #TaTiO #SkillsBasedHiring #FutureOfWork #HRTech #AI #Recruitment

You filled it in 48 hours. They quit by week two. Now you're paying for that placement twice. 👇 Resumes show you who talks a good job. TaTiO shows you who can do it - before you submit.

Every bad hire costs you up to 30% of their salary. You're approving them blind. There's a way to know before you submit.👇 TaTiO puts candidates through a 5-minute job simulation, so you submit proven performers - not paper. See it score one of your real candidates live. Book a demo.

More and more teams want to move toward performance-based hiring. And they should. The problem is that while the direction is clear, the definition is not. Everyone talks about performance. But what does it actually mean in hiring? What should recruiters assess? And what does good performance look like before day one? This is where a lot of confusion begins. So over my next few posts, I want to unpack a simple question: What do we really mean when we say performance in hiring? Because if we want to hire for it, we need to define it first. Follow if this is a topic you care about. And share your thoughts, I’d love to hear how you think about it. #Hiring #TalentAcquisition #Recruitment #PerformanceBasedHiring #FutureOfWork

After a few posts on performance in hiring, I decided to put everything into one place. I recently wrote a short paper on a question I keep hearing: When everyone looks good on paper, how do you actually know who can do the job? The short version: The challenge is not just volume. It is that the signal is getting weaker. In the paper, I go deeper into: >> Why resumes are becoming less reliable as a signal >> How AI is changing the way candidates present themselves >> The gap between presentation and real performance >> What “evidence” in hiring actually looks like and how organizations can start gathering it earlier in the process If this is something you’re thinking about, happy to share the full paper. You can find it on *www.tatio.io* or comment "signal" here, and I’ll send it over. Curious to hear your thoughts as well. Where do you feel this shift the most today? #Hiring #TalentAcquisition #FutureOfWork #PerformanceBasedHiring