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Paradox Named Human Resource Executive Top Product of the Year For Third Time in Four Years

Paradox, the conversational recruiting software company helping companies like Unilever, McDonald’s, and General Motors get hiring work done faster by automating repetitive tasks, was today named HR Executive Top Product of the Year by Human Resource Executive.

This is the company’s third HRE Top Product honor since its first entry in 2019 — and this year was presented for Traitify by Paradox’s Animated Assessment, a revolutionary personality assessment built around custom, relatable images that have been intentionally and scientifically crafted to produce more accurate assessment results.

In 2019, Paradox won HRE’s top award for its Hire product — which is fundamentally changing high-volume hiring through fast, mobile-first experiences that automate up to 90% of the process for field hiring managers. And in 2021, the company won for Experience Assistant — which transforms how people engage with career sites, instantly turning them into dynamic, hyper-personalized experiences that evolve with every interaction.

“We’ve always believed that if you get the people thing right, you can build teams that change the world — and in many organizations, assessments play a key role in that mission,” said Paradox CEO Aaron Matos. “I’m proud to work with a team that cares so deeply about building the next generation of recruiting technology. This is just another step in the journey to help our clients transform how they build great teams.”

In an article announcing this year’s winners, judges from Human Resource Executive noted: “Candidate and employee assessments don’t have to be a burden. Paradox has done the nearly impossible by creating an innovative assessment program that is more engaging, perceptive and frankly looks like a dating app. The software provides reports to both hiring managers and candidates based on research culled from more than 5,000 study participants, including a match score for each candidate using Paradox’s underlying Ideal Candidate Profile.”

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Paradox acquires Baltimore-based Traitify to simplify recruiting process

Paradox, a recruiting software designed to make the process more conversational and personalized, has announced its acquisition of Traitify, a mobile-first digital assessment platform based in Baltimore, to simplify the recruiting process.

The terms of the deal were not disclosed, but Paradox founder and CEO Aaron Matos expects the Traitify platform to further enable Paradox’s mission to “simplify hiring through automation with a human touch.”

“They share our passion for recruiting and our philosophy that software should make things simpler, faster and easier — not add more work,” Matos said in a statement.

Scottsdale-based Paradox was founded in 2016 after Matos observed recruiters spending way too much time managing their application tracking system (ATS), following up on emails and scheduling interviews.

Matos saw an opportunity to automate much of these tasks. This idea plagued him like a “pebble in his shoe,” which is what drove him to start Paradox. He believed software should be doing the work for us, not the other way around. He wanted to build software to help recruiters spend less time with software and more time with people. Olivia, the company’s conversational AI assistant, has been developed to make that happen.

Since then, Paradox has experienced rapid growth and has been recently ranked in the top 5% of the Inc. 5000 list of America’s fastest-growing private companies. Some of Paradox’s major clients include Unilever and McDonald’s.

The company’s acquisition of Traitify is the next step in its growth strategy.

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Paradox Acquires Israeli Chatbot Spetz.io To Accelerate Innovation And Expand Global Client Service Capabilities

Paradox, the leading conversational AI platform helping global talent acquisition teams automate recruiting tasks like screening, interview scheduling, and candidate communications, announced today the acquisition of Spetz.io, an Israeli startup helping clients like EY and Sodastream modernize candidate communications.

Founded in Tel Aviv in 2017, Spetz has quickly developed a reputation as a product-led, client-centric startup in Israel — a country with a rich history of building world-class AI and machine learning technologies.

The acquisition highlights Paradox’s strategic investment in global innovation and world-class client services, said Paradox founder and CEO Aaron Matos. But it wasn’t just about creating another R&D center. Just as important, Matos said the Spetz team’s vision, mission, and values closely aligned with Paradox.

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Paradox Raises $40M Series B to Help Companies Embrace the Future of Work with Conversational AI

Paradox, the conversational AI platform helping HR and talent teams automate administrative tasks and deliver real-time candidate and employee communications, announced today $40M in Series B funding, led by Brighton Park Capital. The Arizona-based startup, whose 200+ global enterprise clients include McDonald’s, CVS Health, and Unilever, will leverage the funding to expedite its vision of a future where AI is a liberating force to help people do their best work.

“No one goes into recruiting or HR because they like screening resumes, scheduling interviews, or managing paperwork,” said Paradox founder and CEO Aaron Matos, who started his career as an HR practitioner. “Our clients love our AI assistant Olivia because she helps them get back to doing the strategic people work that got them into recruiting and HR in the first place.”

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Recruiters And Job Candidates Love Talking With This AI Assistant

As competition for top talent in every industry heats up, an award-winning AI assistant named Olivia is stepping in to help recruiters and job candidates speed past antiquated hiring norms. The brainchild of Aaron Matos, co-founder and CEO of Paradox, Olivia is entirely mobile and relies on text messaging to compress the timespan between screening qualified people and hiring dates. “The assistant’s job is to get work done, and that’s what Olivia focuses on,” said Matos. “This frees up the recruiter’s time for more valuable responsibilities, like talking face-to-face with qualified candidates.”

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