From his first job after graduating from WPI building test-bank software and building camera-ready copy for textbook publishers to his time as a professor, Joel Young has been fascinated with the tools, the techniques, and the science of measuring human performance and aptitude.
After a full Air Force career and then serving as a professor, in 2014, Joel shifted to the industry to build LinkedIn's ML infrastructure. In August 2019 he moved to product engineering, leading Assessments in LinkedIn's Talent Solutions organization. This was his amazing learning path with close involvement with external customers, marketing, product management, design, and both business and corporate development.
Along the way, at LinkedIn, he interviewed 550 candidates, personally hired over 50, led hiring committees for five years, and helped define and document LinkedIn's engineering interviewing and hiring processes.
Their work in Assessments and Skills Path opened the door to potential and skills-based hiring. However, it didn't address the problem with traditional interviewing processes using ad hoc interviews resulting in a selection based on comfort and is-like-me decision-making. These processes bias against non-traditional candidates AND increase the likelihood of underperforming hires.
In the early summer of 2021, they founded Hireguide to address this gap.
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