Roopesh Nair President & CEO at Symphony Talent: AI, talent acquisition, working with Google.
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Roopesh Nair President & CEO at Symphony Talent: AI, talent Acquisition, Working with Google.

Symphony Talent is a global leader in transforming employer brand experiences through talent marketing software and services. Its talent marketing platform, SmashFlyX, unifies CRM, career site, talent mobility and programmatic advertising to help talent acquisition teams automate tasks for efficiency and empower teams for interaction. Symphony Talent has won major awards in creative and employer brand services for EVP strategy, employer brand campaigns, career site design, and more. The company supports more than 600 customers across the globe, with headquarters in New York, Atlanta, London, Bangalore, and Belfast. Visit to learn more, and follow us on Twitter @SymphonyTalent_ and @SymphonT_EU.

Roopesh’s journey with Symphony Talent started in May 2015 when he was hired as the CEO to combine the power of five different entities Hodes, Findly, Skillcheck, HRLogix, and QUESocial into a single global company, re-engineered into a single integrated data and experience-driven technology and a self-sustained ( but integrated ) group of Agency hubs across the world. In early 2019 Symphony Talent doubled in Revenue to be a ~ $50 M company. In November 2019 Symphony Talent acquired Smashfly and Roopesh took over as the combined CEO. The spirit of Symphony Talent ( #lifeatst ) is their core values; Focus on Talent, Be an Open Book, Celebrate Each Other, Dare to be Different and Share in Success (


Excerpt from the interview: “What we were briefly talking about during the panel conversation was about, all right, is AI going to automate everything at some point and and the conversation we got into was that. I AI at the end of the day is a tool which is being trained by humans right at the end of the day, so I can automate a lot of the, you know, Day-To-Day aspects and automated at scale. But the conversation we were having was about how can we reflect, not about using the AI, but how can we ensure that the culture of the company and not just culture, the the you know, what does it take to be in an organization purely from what attributes you need to have to be successful at the organization. How can we bring that into the experience of the candidate and ensure that candidates are self-selecting themselves through the process right where it makes sense and also in some cases connecting to a company because those conversations are now happening at scale. You can have the same conversations the recruiter has with the person. Are are hiring managers having with with the candidate potentially at scale. So you can take your messages, you can take your conversations, you can which which is clearly differentiating your company and get it out there in front of people in a very, very meaningful manner, leveraging your your, you know, artificial intelligence engines and make it a conversation. It’s not about kind of sending an email or, you know, having someone come to your website and tell you whether they’re interested in a particular job or not. But taking it beyond that and making it a conversation and the opportunity to really bring that content into the conversation is where it makes perfect sense.”

“We’ve been partnering with Google for a little while, but what we have done in the last few months is kind of really, you know, made it more formal and more collaborative. So we basically have an opportunity now to work not just in a specific instance, but really work across all our client bases and really leverage the power of Google’s search, both on the candidate site and the recruiter site to really drive all the matching conversations we were having today during the conference. What it does help us that is kind of providing the quality we are providing from a search experience perspective consistently to all our all our clients. Right. And we talked a little bit today about how the searching when when you’re on Google is a little different from searching. When you are on a carrier Web site of a client. We talk about, you know, when you search for our engineer, you might see analyst as an example or when you’re searching for a vice president, you might see, you know, ideally you might really be looking for a senior job, but you might end up seeing a job for personal assistant to a vice president. And how do you really kind of take all that out and make it more contextual? And that’s what Google has been doing really well. And what our partnership with Google now does is going to bring that into the candidate experience and the recruiter experience for our clients.”