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Elodie launched everything in 2017 while being pregnant and made sure from the outset to acquire legitimacy in her sector (HR) through corporate proof of concept. The company is called People In.

Elodie’s solution: “People In offers an innovative and relevant recruitment method. It pre-selects candidates via a digital tool that tests a key skill associated with the position. The tool allows us to check candidates’ aptitudes before the interview while opening the search to different but relevant profiles. Better adapted to new recruitment issues. More reliable. More efficient”.

Why: “Knowledge is quite readable in a CV, but not know-how or interpersonal skills”. Elodie works very closely with the corporate client. The latter expresses a need, and Elodie assesses what the soft skills useful for the position should be. By prioritizing the most important skills, a practical case study can be developed which candidates will be asked to complete during the recruitment process.

Provocative as I am, I couldn’t help but ask her if her solution might not lead to the reinforcement of the well-known corporate molding. Indeed, from the moment a candidate wishing to fill the position does not pass the internal analysis such as it is a case of defining the know-how and skill, then according to me, there can be a risk of reinforcing a certain “mental consanguinity”. I confess I was very amused to ask her this question, I was almost wearing the hat of a start-up accelerator, trying not to evaluate flaws, but to understand the value proposition. I didn’t wait very long to get the answer…. And I felt very amused by this question and eager to give an answer….

In essence, there is no direct artificial algorithmic intelligence in this solution. Based on the candidates’ answers (written or oral), there is an anonymous evaluation by the recruiter who has access to the platform. If the recruiter evaluates a candidate positively, he will find it difficult, unless there is a bad reason, not to welcome the candidate. “These people who wouldn’t have been given a CV have a better chance of getting an interview if the corporate is honest with its ratings”. But the test must absolutely be done before the CV is submitted”.

From my point of view, this platform makes sense. It’s not just HR for recruitment. It also carries all of Elodie’s values and embodies all her experiences. “I think my entire journey, all the experiences, in the end, had only one goal: to launch People In”…. She’s in the know! (If I may say so myself).

All the best!

I retain two essential points from Mrs. Elodie Sarfati. The first is a quote: “Those who think it is impossible are asked not to disturb those who are trying…”. The second point is an invitation to readers: “Follow your own path. And nobody said it had to be straight!”

Question 3: what do you find inspiring about Mrs. Elodie Sarfati’s journey?

Figure 3.1. Mrs. Elodie Sarfati. For a color version of the figure, see www.iste.co.uk/latouche/innovation.zip

1 1 A French technology degree.