Reppls co-founders on how AI screening will optimize and enrich the hiring process

Think about the last time you applied for a job. You probably updated a CV, trawled hundreds of job ads, and wrote bland cover letters you were sure no one would ever actually read. And that’s before you even get called to interview. 

Reppls co-founders CTO Valiantsin Haradkou , CEO Maksim Karsakou , and CXO Katsiaryna Anuchyna are developing a product that uses AI to upend the old hiring process, making it more effective and efficient for everyone involved. 

We sat down with the team to understand how they came up with this idea, how AI interviewing could quickly become a normal part of hiring, and why international collaboration poses no problems. 

Hi folks. Can you explain what Reppls is? 

Max: Reppls is an AI screening platform designed to minimize wasted time for both recruiters and candidates, enabling top talent to find the right roles quickly and efficiently.

The early stages of the recruitment process can be very time-consuming, often involving numerous interviews and decision-making based on limited information like a CV.

With Reppls, candidates can upload their CV and complete a 20-minute screening interview with an AI HR agent. This allows job seekers to give a richer view of their experience and personality from day one without having to go through the screening stage every time. They skip straight to decision-makers and HR teams save time on first-round interviews, too. 

Where did the idea come from? 

The idea for Reppls originated from another project we developed last year: an application that helps software engineers prepare for coding interviews. This app served as a mock interview tool, teaching candidates not only how to solve coding tasks but also how to effectively communicate their problem-solving process.

We used AI and cutting-edge technologies and realized that this approach could be expanded beyond just interview preparation. Now, we aim to connect talent from eastern Europe with companies in western Europe. 

What stage are you at in development? 

Max: Currently, we have several pilot programs. Some of them are paid, while others are free, and we're partnering with HR agencies because we believe they could be good customers for us. However, we're increasingly considering reaching out directly to companies that hire talent. 

Do you have any key goals for the Techstars program? 

Kate: Our main goal for the program is to build connections with investors and subject matter experts who can help us grow our business. We previously tried to do this on our own, but we realized that, given our background and location, it’s not easy to succeed without established connections and a strong network.

So, the primary objective is to develop this network and, from there, identify investors who are interested in our domain and product.

Anything on the product side? 

Kate: Well, since the start of the program two months ago, our product has evolved significantly. While we haven't completely changed our core idea, our focus has shifted a bit.

We're now envisioning a more comprehensive version of the product. By the end of the program, we aim to finalize some key functionalities that will be relevant and valuable for our target clients. Currently, we’re experimenting with different approaches, including working with HR agencies and startups.

It's a work in progress, but we are determined to identify the ideal customer for whom our product will be most relevant.

Valentine: I’d like to jump in here.

So when we started last summer, we began working on the conversational aspect of our platform. At that time, there wasn't a real conversational engine; users interacted with chat-based models like GPT, where you asked questions and the model provided answers. There were no real-time conversational AIs available, and there wasn't a clear way to build one.

We came up with the idea for a more interactive system and began developing it. By December or January, we had our first prototype. Shortly after that, OpenAI introduced a voice mode, allowing users to ask questions and receive answers, but we were already working on a system where the AI would drive the conversation rather than the user.

The goal was to create a scenario where a HR manager or recruiter could ask questions and the AI would guide the conversation. Building this was quite challenging.

Eventually, we joined Techstars with our initial AI agent designed for real-time calls. Our platform has evolved, but we’ve kept the core elements we initially built to add more features. Now, we have a solid idea of how to construct this platform to create a win-win situation for both candidates and HR managers.

The AI conversation feature is now just one mechanism to achieve our goals, rather than the main focus as it was originally.

How have people been reacting to Reppls when they interact with it? 

Max: AI is a polarizing subject; people either love it or hate it. We see a divide between people who love interacting with AI and those who refuse to do so. 

It’s not just our product that is pushing conversational AI forward; many developments are happening in AI right now, including chatbots and sales automation. It’s becoming ubiquitous.

Over time, the range of tasks AI can handle will only increase, and I’m curious to see how people adapt to this change. In three to five years, will it be acceptable for newcomers to the job market to have interviews with AI?

Finally, you’re all from Belarus but currently live in different countries. How has it been founding a company across borders? 

Max: COVID certainly caused a lot of disruptions in our lives, but one of the best outcomes has been the rise of remote work. We’ve learned how to work efficiently together from different locations, even across countries.

Since we all live in Berlin during the Techstars program, we spend a lot of time together in one apartment, sometimes seeing each other 24/7. However, I believe that understanding the strengths and weaknesses of your team members makes remote work much less challenging.

When all partners are highly motivated, there’s no need for micromanagement or constant oversight. You can focus on collaboration instead of management.

Amazing. Well best of luck with the last few weeks of Techstars!