[Perspective Series] Redefining Hiring Transparency With Ty Peck

Ty Peck is the Co-Founder and CEO of Business Draft, a career acquisition platform that helps companies hire faster through smart matchmaking, video tools, and streamlined applicant tracking. He drives the company’s growth, fundraising, and product strategy, with a focus on cutting time-to-hire and enhancing the candidate experience. Under his leadership, Business Draft has secured seed funding and launched tools designed to simplify the hiring process for both candidates and employers. With over a decade of experience in corporate strategy and a candidate-first approach, Ty is passionate about leveraging technology and AI to eliminate hiring busywork.

Here’s a glimpse of what you’ll learn:

• [2:43] Ty Peck discusses Business Draft as a hiring platform for franchises and multilocation businesses

• [4:05] Building Business Draft with a candidate-first approach

• [6:02] Communication breakdowns as the root of hiring frustrations

• [7:46] The challenge of unqualified applicants from easy-apply platforms

• [9:00] Ty highlights the shift from resumes to AI-powered profiles

• [14:14] The importance of human judgment alongside automation

• [16:29] Developing a trust score to measure the accountability of candidates and companies

• [19:46] Why Business Draft provides a free candidate tracking system

• [25:53] How customer feedback drives Business Draft’s product roadmap

• [31:10] Helping candidates identify cultural fit through company profiles and values
  

In this episode…

Many job seekers today face a frustratingly opaque application process. Candidates often submit resumes and never hear back, while companies drown in unqualified applications and struggle to communicate effectively. With trust eroding on both sides, how can the hiring experience become faster, clearer, and more human?

Ty Peck, an experienced entrepreneur in talent acquisition, discusses solutions that make hiring easier for both candidates and employers. He emphasizes designing the process around the candidate first, with tools that bring transparency, automate repetitive tasks, and standardize profiles for easier review. Ty also highlights the value of clear communication, trust scores that reinforce accountability, and AI-driven efficiency that preserves the human touch.

In this episode of The Customer Wins, Richard Walker interviews Ty Peck, Co-Founder and CEO of Business Draft, about transforming the hiring process with candidate-first innovation. Ty shares how automation and AI simplify applications, why transparency builds trust, and how cultural fit matters just as much as skills. He also dives into candidate tracking systems, customer-driven product features, and the evolving role of videos in showcasing talent.

Resources Mentioned in this episode

• Quik!

• Richard Walker on LinkedIn

• Ty Peck on LinkedIn

• Business Draft

• "Humanizing Wealth Management Success With Shannon Rosic" on The Customer Wins

• "[Perspective Series] From Mom’s Kitchen to Millions With Brandon Castaneda" on The Customer Wins

• "[Perspective Series] Scaling With AI, Collaboration, and Team Culture With Tracy Lee" on The Customer Wins

• "[Perspective Series] Streamlining Franchise Success and Operations With Matt Goebel" on The Customer Wins

• Matt Goebel on LinkedIn

• Woven

Quotable Moments:

• "Our company really focuses on two aspects of people, right? We focus on the candidates."

• "We really help candidates with the transparent application and tracking process."

• "We don’t use AI to actually make decisions for you."

• "Hiring sucks; finding a job sucks. How do we just make it suck a little less? So that’s our goal."

• "The biggest problem in our world is actually just communication. As humans, we’re just terrible communicators."

  
  

Action Steps:

1. Prioritize the candidate experience first: Designing hiring systems around applicants creates transparency, builds trust, and improves retention from the start.

2. Automate repetitive hiring tasks: Leveraging AI for form completion, scheduling, and matching frees teams from busywork and emphasizes human connection.

3. Establish clear communication touchpoints: Automating updates keeps candidates informed of their status, increasing engagement and reducing interview no-shows.

4. Adopt standardized candidate profiles: Converting resumes into consistent, AI-enhanced profiles simplifies review, saves time, and ensures fairer comparisons.

5. Incorporate accountability metrics: Using trust scores captures behaviors like interview attendance, encouraging reliability and strengthening the hiring process.

Sponsor for this episode...

This is brought to you by Quik!

At Quik!, we provide forms automation and management solutions for companies seeking to maximize their potential productivity.

Using our FormXtract API, you can submit your completed forms and get clean, context-rich data that is 99.9% accurate.

Our vision is to become the leading forms automation company by making paperwork the easiest part of every transaction.

Meanwhile, our mission is to help the top firms in the financial industry raise their bottom line by streamlining the customer experience with automated, convenient solutions.

Go to www.quickforms.com to learn more, or contact us with questions at support@quikforms.com.

Episode Transcript:

Intro: 00:02

Welcome to The Customer Wins podcast, where business leaders discuss their secrets and techniques for helping their customers succeed and, in turn, grow their business.

Richard Walker: 00:16

Hi, I'm Rich Walker, the host of The Customer Wins, where I talk to business leaders about how they help their customers win and how their focus on customer experience leads to growth. Some of my past guests have included Shannon Rosic of Informa, Brandon Castaneda of EZ Bombs, and Tracy Lee of This Dot Labs. This is a special episode of the Perspective Series, where I talk with leaders outside of financial services who bring different views and experiences to the show. Today, I'm speaking with Ty Peck of Business Draft, and today's episode is brought to you by Quik!, the leader in enterprise forms processing. When your business relies upon processing forms, don't waste your team's valuable time manually reviewing the forms.

Instead, get Quik! using Quik! APIs to generate completed forms and get back clean. Context-rich data that reduces manual reviews to only one out of a thousand submissions. Visit quickforms.com to get started before I introduce today's guest properly, I want to give a big thank you to a prior guest on the show, Matt Goebel of Woven. Go check out his website at woven.com, especially if you're in the franchise business.

All right. Ty Peck is the CEO and co-founder of Business Draft, a hiring platform shaking up how franchises and multi-location businesses find talent. He's built Business Draft sorry, Business Draft, an indeed, platinum partner into one of the fastest growing hiring platforms. By keeping tech simple while layering in AI to kill the busy work. Things like scheduling, tracking, and candidate matching so leaders can focus on people, not busy work.

Under his leadership, Business Draft has helped brands like Planet Fitness and Crumble. They speed up hiring and actually make hiring and recruiting enjoyable again. Off the clock ties. A firm believer that the future doesn't just happen, you build it. And those are.

Those are words to my ears right there. Ty. Welcome to The Customer Wins.

Ty Peck: 02:13

Yeah. No, I appreciate it, Rich. Thanks for having me. And thanks for introducing us so well.

Richard Walker: 02:20

He understood that like-minded people love talking to each other. So.

Ty Peck: 02:23

Fact. Yeah.

Richard Walker: 02:25

So for those who haven't heard my podcast before, I love to talk with business leaders about what they're doing to help their customers win, how they built and deliver a great customer experience, and the challenges to growing their own company. And Ty, you were introduced to me as somebody who truly cares about this, so I want to understand your business better. How does your company help people?

Ty Peck: 02:43

Yeah, our company really focuses on two aspects of people, right? We focus on the candidates, those who are applying, and look, today's world, it's a pretty rough world today, with unemployment rates there at like 4.3% in climbing. And we really help candidates with the transparent application and tracking process. And we also help companies not only hire faster, but we help them find the right people, you know, to help, you know, retain their actual employees. So really it's all about that whole process because hiring sucks, finding a job sucks.

And how do we just make it suck a little less? So that's our goal.

Richard Walker: 03:30

Yeah. You know, I have a lot of alignment with that because I am passionate about career development. And in the 90s and all the 2000 and beyond, I was helping people find better jobs and negotiate better salaries. And then I eventually wrote a book in 2012 about this, which, by the way, I give away for free because I just want to help. So I'm super passionate about this, and it is a hard thing to do, and a lot of my peers are struggling with it.

So when you say you make this less sucky, what are some of these aspects that you saw as a customer experience challenge that you wanted to get out of the challenge phase and into ease?

Ty Peck: 04:05

Yeah. You know, I think we could talk about a little bit of both of those, right? Because I think this really stems from a candidate initially. So when we built Business Draft, we really built this from a foundation of a candidate experience. First we're like, how do we make the candidate experience amazing.

And if you look at I mean, look, there's hundreds of applicant tracking platforms out there. But a lot of them, I don't know, actually another one that doesn't focus on the candidate experience like us. I mean, we're very candidate-centric. And so we went and interviewed thousands of candidates, and we were like asking them questions around, you know, what does their pain points of applying for roles, you know, what are the things that they love? What are the things that they hate about that, about that journey.

And it was shockingly, almost 100% of them were saying zero transparency. We don't know where we're at in the process, and we never hear back from people. And so, yeah, I mean, yeah, I mean, look, you and I, we've all been there, right? We've all applied for roles before. You know, at some point in our, our life and it's like it's the apply and pray that you maybe hear something back from somebody.

So, you know, we really wanted to change that and just create a transparent process for the applicant as well as for the company too. But we did start that with the applicant first.

Richard Walker: 05:32

So you know what's interesting about that? Because I haven't applied for a job in a very long time. My company is 23 plus years old. So a very long time, right. But when I'm in sales and I'm working with a potential prospect customer, I feel like the same thing.

Like they don't return calls or messages. They don't say what they're doing or not doing. And I've heard this from the jobs experience too. Plenty of candidates have said I applied. I just don't know.

So can we apply this around the world across all the problems of transparency?

Ty Peck: 06:02

It's so funny. I actually I actually think the biggest problem in our world is actually just communication. Period. Right. It's like as humans, we're just terrible communicators.

We think we're great communicators, but in reality we're terrible. And it's it's just a matter of just communication and better communication. And so that's really what we sought out to do is just like, how do we we know that the company is not going likely to want to message every person back. So how do we build a platform that automates that process. Right.

And so that's kind of what we've done. Yeah.

Richard Walker: 06:36

Well so let's put that in context. I run a company that's based on software in financial services automating forms. And when I see a resume come across, who want to be the foreman on a construction job. Why should I give that person any kind of response? They obviously don't fit in my company.

They didn't read the ad. They're just bulk applying. Why should I waste my time on them?

Ty Peck: 07:00

Yeah, yeah. I mean, you know, that's a really valid point and honestly, that's one of the problems we're platinum partners with. Indeed we love indeed. It's absolutely amazing. They make applying though almost too easy to apply, right.

Because they have the indeed easy application where people just go through. And that's the other problem of it, right from the company perspective is, you know, you look at it through their lens and they're like, man, I have all these applicants that are unqualified. And what happens is, people go through and they just click apply, apply, apply, apply to ten, 15, 20 jobs. And some of it is because they're wanting to keep some form of an unemployment benefit or something like that, and they're just applying to apply. Right.

We get those people.

Richard Walker: 07:46

Oh, I never thought about that. Yeah.

Ty Peck: 07:48

Yeah. And that's a big problem, right? They're the ones who have no show for interviews. They're the ones who don't communicate back. And that's the company problem, right?

That's like, you know, that's the frustration. And on and on the company side. So like, yeah. How do you solve some of those pain points and problems and, and to your point, you know, yeah, you have Bob who worked construction and he has no idea about tech and has no experience in there yet. Why should you give him a shot?

You know, and it's one of those things of like, I don't know what you should write. I mean, you know, I think sometimes people have to start somewhere, but, you know, you know, getting involved in coding or something of that form. I mean, there's obviously a pretty fine line with that.

Richard Walker: 08:35

Yeah. I mean, especially when their aspirational goal has nothing to do with my company, industry, product or service. And it's super obvious. But, you know, let's go back to your product. You are automating some of this, so I presume that you're making it easy for my team.

If I'm reading in that resume and seeing it's not a fit to say, not a fit, somehow dismiss, delete whatever it is, but then communicate that transparency back to the candidate. Is that what's happening?

Ty Peck: 09:00

Yeah, yeah, it's a little bit more complex than that. Because what we've also found is, is that resumes. And look, the older crowd isn't going to like this. They're they who love the resume. But we're trying to actually migrate away from the resume.

Like why do we like resumes? It's just the data on the resume that's important. So we're trying to get people to not look at people. We're trying to get the companies not to look at the resumes as much as it is just the data on the resume. So we're actually auto-completing, using AI, actually to complete the resume into an actual profile and actually standardizing that approach to create, again, a standardized profile that's easy to understand and quick to review.

And so that way, we're putting all of the candidates' information in the exact same spot on a profile. So it makes reviewing a lot more, you know, quick and efficient. We don't use AI to actually make decisions for you. But what we do is we help speed up that review process. We also use AI to take the data around the job posting and then the data around the candidate.

And we kind of match that together and create a matching score and and understand how well they match with this posting. And then we break it down into ten different categories and then show you where you guys match at and where you don't match at, so it helps make the decision process a little easier. We also have things like screening questions that allow you to automatically disqualify a candidate if they, for some reason, don't match within those parameters of those screening questions. So.

Richard Walker: 10:44

Yeah. Awesome. Yeah. So let's go back to another problem that I've heard from candidates and my wife. She's been employed many times, so I've heard this directly from her.

So part of the problem is that I see you building your resume. You build this profile you have. But then you go to somebody's application system and they say essentially copy, paste, rebuild the whole thing over again in their desired format. I see that as a huge impediment and really the loss of identity, the loss of character, the loss of personality that has been coming across in cover letters and resumes. How do you see that and work with it?

Ty Peck: 11:21

Yeah. Are you talking about like you have your resume, you upload it and then you have to type in like forms, basically retype all your information. Is that kind of what it is?

Richard Walker: 11:31

Yeah. There's lots of application sites, whether it's a big hospital group or some other corporate entity, etc.. My wife's a medical and they don't even want your resume. They just want you to type all the data into their format so it's easy for them to read. Pain in the butt for the applicant.

Yeah, and now you are just being put in a box and they can't see who you are.

Ty Peck: 11:52

Yeah, yeah, I think that that's a major problem. If you actually look at, you know, there's a joke like memes that go around around, you know, companies like that, I won't, I won't name drop any of them. But this industry knows of, of, of one that is just notorious for that. It says, you know, give me your resume and then now type in and spend 20 minutes typing in all the information that's now on your resume. Right.

And so no, to your point, it's a pain point for the candidate. You're going to get a high drop off rate. The way I look at that whole candidate experience is how do you make it as easy as possible for the candidate. Right. And so, you know, you want to make sure that, again, people spend quality time on their resume.

Right? So I don't know that we need to. We're not looking to go away from it. We're just looking to standardize it into a standardized format. Right.

So what we do personally is we actually take the resume and then they can actually just click one button and our platform reads their resume utilizing AI and then just transcribes that data into the form completion. And so it makes the process. It happens right in front of your eyes. It's really cool. Again transparent.

They can see it happening and like wow this is cool. I don't have to type in any of the application processes. We just take care of it for you. So it's like utilizing technology is just so great because again we're in 2025. And if you're not utilizing, you know, any form of AI to help simplify processes and procedures, I think that you're behind.

Richard Walker: 13:35

So I think that's well said. Processes and procedures. Things that are automatable. I want to point to something else that happens in the candidate process. Let's say somebody comes in who is on paper less qualified, but in person, the perfect fit like you would.

You would love to have this person culturally in your company. You love their intellect, their attitude, and you feel like you could grow their skills. They've got maybe a baseline. I feel like we're losing the opportunity to see those types of candidates because of the automation. So how do you address that type of problem?

Ty Peck: 14:14

Yeah, I think what you're talking about is just, you know, I think you have a couple different types of skill levels to look at, right? And so, you know, one, I think some of the best employees I've ever hired had the worst resumes that you would look at. And you'd be like, there's no way this person could do this job. But you interview them anyways, right? And so yeah, to your point, some of that's why we don't utilize AI to make decisions just because it still takes a human touch to be able to look at that a little bit further.

Right. If you're just looking at metrics and lining, lining things up, it's not the best. But I think you have the ability to maybe look into it a little bit further and look into people. So, you know, we do like we do ask other questions, and we encourage companies to ask better screening questions to help understand people a little bit better rather than just sticking to like, for example, skills, you know, like personality skills, like there's so many things. And that's kind of what we're really getting into in the next chapter is, is like, how do we understand, you know, people's personality a little bit more?

How do we understand like again, their their work ethic or so we have something on our platform called a trust score. And so what it is today isn't what it's going to be long term. But you know, the different types of data that we are able to capture on our platform is: do they show up for interviews? Are they late for interviews and vice versa from a company perspective? Because there are a lot of companies who, by the way, don't show up for the candidates either, right?

They do not show the interviews and things. So it's kind of a basis on both sides and just understanding, you know, data around people. And so I was always fascinated by Uber and their scores on people riding in Ubers. Right. And so like when I ride in an Uber and I get a score, I always tip. I am on my phone a lot because I'm working, but for some reason I don't have a 5.0 score.

I like you personally. Yeah, I have.

Richard Walker: 16:28

Like as a passenger.

Ty Peck: 16:29

As a passenger I have four points like eight nine and I'm like, how do I not have I like tips ? I'm a very good tipper but it must be because I'm on my phone talking and they must hate it. So I don't have a 5.0 score, but I don't understand, you know, and so like to that same point of like how do we do something like that but do it a little bit better, right. How do we keep metrics and scores of people for maybe their accountability as a, as a personal level? Like if you have no show for interviews, you know, how do we adjust a trust score based on those kinds of parameters? So I think there's a lot of cool data that you can kind of capture and kind of learn from to create a really unique experience.

Richard Walker: 17:15

But are you guys incorporating other types of scores that are popular disc 34, strong anagrams, etc.?

Ty Peck: 17:23

You know, it's interesting. The disc is an interesting one there. pretty well connected in the HR world, and I went to somebody from HR, head of HR at Safeco and was talking to them about discs. And you know, do we do it? Do we not do it like, I don't know, I've kind of always been a fan of data and and you know, they said something really interesting to me around those types of scores.

And they said that they went away from them like a while ago. And the reason why is, is because it's only based on, for one, it's not 100% accurate and two, it's only based on your day to day. So say you say you had a stressful morning and you know you're having a hard time and you take those tests. It's going to come out differently than, say, a day when you're positive or when you had some good things happen in your life. And so, you know, they chose to kind of go away from them.

And it kind of made sense. I'm like, look at these candidates. Like the average unemployment time right now is 27 weeks that a person is unemployed for. Wow. Yeah.

And so it's it's a long time. Right. And so I mean, that's over half a year. And so they're stressed out. They've probably got back on bills.

And so yeah they're probably not going to take these tests and probably do very well on them from a personality perspective. So I don't know, I'm sure there's some other ones out there. But I fully love data and I'd love to be able to give people better data for decisions I think would be obviously the best goal. So yeah.

Richard Walker: 19:09

Yeah. Well I mean look your customers can always still put the test out there. They don't have to use your system to do it if it's their choice.

Ty Peck: 19:16

Totally. Right. Yeah, yeah yeah. If you want to go do a disk you can go run that separately or something. Absolutely.

Absolutely. Yeah. Yeah, yeah.

Richard Walker: 19:24

Ty, what part of what I think is interesting about this story that you have is there's really a couple of facets to it. In my world, one is I think you're helping illuminate the hiring process. But two, you approach this problem from a very different perspective than your competitors. You said, let's focus on the candidate. The candidate is the candidate paying you.

They're not right.

Ty Peck: 19:46

No candidate pays us at all. I think this is kind of our gift to the candidate of like, hey, we get you. And there's yeah, there's no monetary side on the candidate for us. It's just something we do for them.

Richard Walker: 20:00

Yeah. So what I love about this is that you're saying, let's focus on building a better experience for the end consumer of our product. One of the end consumers of the product. Right. You have internal hiring teams that are looking at your product and trying to make this a really excellent experience from their perspective, which kind of turns it on its head.

How have your customers reacted to that and do they feel like that's to their benefit, or are they seeing the difference?

Ty Peck: 20:27

Yeah. Great question. Because, you know, I always look at candidates applying as kind of the same. If you were to put an ad on Google right in a paid SEM ad. Right.

And it's just a matter of like, how well does the, you know, a couple factors on it, like the text on it, you know, the, the copyright, like how well is it written? Is it written to the right person? Like some of those things matter, but it's also like, again, how easy can you make it for the candidate? And the easier you can make it, the better it's going to be for the end user, right? For the company.

And so yeah, we've seen some great success. We've had a couple candidates or a couple companies come to us and they're like, we don't like this transparency thing. We don't like them to know that we've reviewed their application. We don't like you to notify them that they've been disqualified from the roll. And honestly, like, I don't care.

I mean, you know, they can go find another platform if if you're not happy with that, like to be blunt because, you know, it's really one of those factors of how do we like how do we make it as easy of a process for the company, but how do we make it as transparent of a process for the candidate? You know, so like again, we're candidate focused.

Richard Walker: 21:55

So what does that mean in that company that they don't want them to know they've been disqualified and dismissed from their process. What is that behavior being driven by? Is it to control fear? I and I don't mean to be judgmental. I just want to understand.

Ty Peck: 22:10

Yeah. You know, I really don't know. You know, when we press things like that, you know, on a few people, you know, they really are just like, I just don't really want them. I just really don't want to notify them of that, you know? And I think it could be like that.

It's a tough thing, right? Like telling someone. No. But also at the same point I would rather know. Right?

I don't know anyone out there on the surveys that we did with thousands of candidates. Every candidate was like, I just want to know where I'm at. Right?

Richard Walker: 22:42

So yeah, yeah.

Ty Peck: 22:44

Yeah.

Richard Walker: 22:44

Yeah, I. Expectations are such an important part of communication. And when you don't have expectations met, that's when you're uncomfortable, frustrated and angry. When you have them met or exceeded, you're happy. Yeah.

And just having them met means you're ready to go on. I mean, yeah, if I'm applying to a firm and I'm excited about it and I don't know, and I'm strung along for three weeks, why, I'd rather just know. No, I think that's a challenging thing to create that kind of transparency. And so, you know, I'm actually kind of asking myself, how can the rest of us apply this concept of focusing on the non-customer user to make our products and services better. And yeah, and it's a hypothetical question like should a financial advisor who's serving, you know, an older couple focus on the kids because they're going to inherit it?

Should they focus on that experience? I don't think that's kind of facetious. But you know, where does this lead us to? And I bring this up for my own company because we are going through a pricing model shift, which is a huge deal. Like it's very, it's risky to do it.

But the primary reason I want to do it is I want to give our end user the actual recipient of forms and signature, a better experience. Yeah, which is what our customers want to do too. So it's in alignment. But I have to change my pricing model to really drive that behavior.

Ty Peck: 24:06

Right? I think that's fascinating, actually. And thanks for thinking about that, because I think everyone needs to think about, you know, how do you create a better experience for all users, not just the ones who are paying you the money. Right. And I think that that's an important factor to always think about, you know, it's interesting.

Maybe this helps kind of think about how you guys might potentially do it with, with Quik! is, you know, we actually give the candidates a similar experience to the companies but for free. We actually give them what's called a candidate tracking system. And so they're actually able to log in to their own account and actually see in a Kanban-style form exactly where they're at in the process, and how many steps are left for them in the application process. They can message the hiring team there, they can withdraw their application, they can do things like that. And maybe that's something similar that you create with Quik! is, you know, kind of that other, you know, experience that's similar, but, you know, more stripped down features.

Richard Walker: 25:15

So yeah, we've thought a lot about that in terms of how we expose to the various users what stage their paperwork is in, and can we know that quickly? Because sometimes we can't, we can know it's off for signature, but after that we don't know what's going on. Thankfully we have partners who do this really, really well. But yeah, it's a very challenging thing to put all the different customers or constituents into the picture here. So when you think about this experience for your actual paying user, how are you driving your product roadmap?

How are you figuring out what they need in concert with your end consumer?

Ty Peck: 25:53

Yeah, I have a philosophy in business. And it's if somebody has a good idea aka the end user, the customer builds it. You know, as long as it's not a selfish request, like we will build it, we will create tickets for it and we will prioritize those tickets accordingly. but we build every feature that comes to us from customers and we roadmap those. And I think because honestly, most of them are really good ideas.

Like we love hearing feedback from our customers like, hey guys, what if you could do this? And we're like, gosh, that's amazing. Like, why couldn't we think of that? Like there was a feature one of our customers came to us with and they said, well, what happens if they pass these knockout questions in the screening process? What if we just want to interview them like we don't want to review them, we just want to interview them.

And I was like, that's such a good idea. Like, how did it go? And I go like my product team? Like, how did we not think of this? This is phenomenal.

And so like we built that feature into our product and we had it launched within I think seven business days of actual, you know like we we fast tracked that because it was such a good idea you know. So yeah we love the feedback and we just have to keep to our core value, though, of always ensuring that it's a transparent process just throughout. And so like that's that's just that's just our baseline. Like we're not willing to move on that.

Richard Walker: 27:28

So yeah.

Ty Peck: 27:30

Yeah.

Richard Walker: 27:30

Look, I want to start part of this conversation that maybe we may not have time for, but it's what I'm passionate about with career development. And that is I always tell people, if you're looking for a job, you need to think about how an employer hires you and why, and what are the three reasons an employer is going to hire you. And so I always say, number one, cultural fit. They want to feel like you belong there, that you're part of that family or that ethos, that that system, even if it's negative or difficult or versus positive and happy, go lucky, whatever. There's different cultures for everybody.

Two, they have to have. Let's see. I'm always getting this screwed up here. You have to, you have to be able to. Yeah.

Yeah. You have to fit the skill level. So you have to be able to demonstrate the skills. And so I stopped there and I say, imagine if you're an employer and a candidate walks in. They're the perfect cultural fit.

And they have the demonstrated ability to do the job. Now tell me why you would not hire them. And that leaves the last three. The third part is a need for the role. If I have a VP of sales and somebody wants to be my VP of sales, do you think I'm going to hire my VP of sales to let you in?

No, I'm going to actually say you're a perfect fit. You have incredible skills. Can we have you do something different? Because honestly, I don't know your experience, my experience interviewing thousands of people. Do you know how often I see that perfect cultural fit with the demonstrated ability to do the job?

Less than 1% of the time. It's so rare when you find that person like, yes, yes, I want that. But I feel like all this AI and automation and standardization of how the process works, people don't get to demonstrate those two things as well.

Ty Peck: 29:12

Takes the human touch out of it, doesn't it?

Richard Walker: 29:14

It does. Yeah.

Ty Peck: 29:16

Yeah, yeah, it sure does. And you know, we're a big fan of video. You know how like we actually ask candidates questions and we encourage them to answer those questions about themselves on, on video. And they can actually build that into their profile that companies can then review. So it allows you to stand out more than just words on paper.

So, you know, I think that those are some things that we could do to try to help stand out a little bit more, help your personality shine. Because to your point, we've all been there right where we talk to somebody and we know within the first five minutes of talking to them, we're like, man, this person is really great. I think, like, I think they're the right person. So yeah.

Richard Walker: 30:05

So let me flip it. Maybe I'm going to give you an idea for your platform, which I don't know that much about. So yeah, maybe you've already done this, but let me flip it. Because what I then say to the candidate is, if you want to be the best cultural fit for a company, you need to know what companies you're a fit for. You need to go explore and find out their company culture, and find the one where you're going to naturally thrive and belong and excel.

And so like I used to do coaching on the side for this, and I had a guy who was a more than top secret clearance in the government come out and say he's in software. He's like, I don't want to work for the government anymore. We narrowed it down to the things he had to work for. He wanted a company in aerospace or automotive, a charismatic leader doing innovative things. Well, that left it with Tesla, SpaceX, Virgin Galactic.

Right? So now he could hone his focus on just those three companies to go find the job at, which is what he did. Yeah. So I'm kind of wondering, does your platform really enable the employers to say who they are to help the candidates really See? Are you a good cultural fit or not?

Are you exposing that?

Ty Peck: 31:10

Yeah we do. I love that thought, by the way. And we do. Could we do better at it? Always.

Right. And so these are things that just feed my mind which I absolutely love by the way. So thank you for that. But we do ask a lot of data around the companies when they create their own accounts and profiles. We actually use it because we help it help feed our AI as well.

You know, when writing job descriptions and stuff utilizing our platform. But we also give the candidate a matching score on their side, and we actually align up those categories to under ten different categories and say, hey, here's how you are a fit and here's where you're not a fit. Are you an 80% match or are you 100% match? And we also ask the candidate questions like, you know, compensation is a big one though too, right? Like, how many times do we interview somebody and then we get into maybe the second interview?

Sometimes we're like, gosh, I don't even know if I could afford this person or not, you know? And so, oh, yeah, I've been there. Right. Yeah. And so we just try to align that initially.

And so we asked candidates how much money are you looking to make. Like give us, give us, give us a range. And so we don't share with the company the exact dollar amount but we share with it the dollar if it's actually a match on that. So that's actually one additional category that we match on. But we try to match on some of those cultural parts.

You know we ask like mission statements. We ask what are your core values. You know, and then we ask candidates what's important to them. So could we be better at that. Absolutely.

And now that after this conversation, I'm going to book a call with my product team. And we're going to talk about road mapping, some other future stuff for candidates around, you know, better, better matching on their side. So I love that.

Richard Walker: 33:08

Yeah, I would love to see companies expose their personality. Maybe some of their unwritten rules that run their company inside that you can't see from the outside. I don't know if Music.com is still around, but they would do profiles on companies and that was a great way to see it from the inside out. And I always encourage people to go read articles. But here's other things I encourage them to do.

Call their 800 number. Act like a customer. See how they treat you. Call the HR department, say, can I have an informational interview and just see who you are and learn about you and hear about it? So I'm wondering if, like, you guys could provide videos for the employer to put out there about themselves because yeah.

Ty Peck: 33:46

We do. Yeah we do, we, we encourage it. I think we have probably less than 2% of the companies who actually do videos like. And we, we don't want to like your generic video. Right.

Like, hey, this is what it's like working for a company and it's scripted. We just want questions and answers, like, you know. So we encourage it. We ask for it. But people just don't like to be on video these days.

And that's part of it, you know?

Richard Walker: 34:16

So I know that is part of it, man. Ty, I really, really enjoyed talking to you about all this, and I have to wrap this up, unfortunately, before I get to my last question, what's the best way for people to find and connect with you?

Ty Peck: 34:29

Yeah, the best way is, you know, LinkedIn. Look, LinkedIn is always the best way. Ty Peck. Or you could also visit our website and it's just businessdraft.com. So that's another good way to at least explore more about our product too.

Richard Walker: 34:46

So awesome. All right. Here's my last question. Who has had the biggest impact on your leadership style and how you approach your role today?

Ty Peck: 34:56

Yeah, that's a great one. You know, I don't know if it's cliché to say, but. And I don't know if it's my dad. Right? It really is.

He has been just a leader. He was a law enforcement officer. Police chief. And he was the type of guy who it's just you go get it done. And so, you know, in my bio, right?

It's like we don't wait for things to get done. We just get them done. Right. And so that's kind of my leadership style is we don't make excuses. We just find a way to get it done.

So that resonates with some people and some people don't like it. And that's okay too, you know. But at the end of the day, you know, we're just here to move the world forward. So yeah, it's definitely my dad. He's just been a good example of leadership in my life.

Richard Walker: 35:49

So I love that I love that man. Yeah. We all need that example for us because I agree. Why wait for others? Go, go do it.

What's stopping you? You know.

Ty Peck: 36:01

Procrastination is one of the biggest things in my life. You know that that's what you learn about. So. Yeah.

Richard Walker: 36:10

Yeah. All right. I want to give a huge thank you to Ty Peck, CEO and co-founder of Business Draft for being on this episode of The Customer Wins. Go check out Ty's website at businessdraft.com and don't forget to check out Quik! at Quickforms.com where we make processing forms easier.

I hope you've enjoyed this discussion. We'll click the like button, share this with someone and subscribe to our channels for future episodes of The Customer Wins. Ty, thank you so much for joining me today.

Ty Peck: 36:36

Yeah, thank you so much, Rich. Thank you.

Outro: 36:39

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