Dive into our exclusive interview series, ExtraMile by YourTechDiet, with industry leaders and thought leaders to gain knowledge on the ongoing trends. Check out the latest episode to explore online recruitment techniques and understand the requirements for impactful talent acquisition.ย
We are thrilled to introduce you to Michael Stevens, Vice President of Product Marketing & Strategy at SmartRecruiters, AI-powered software for superhuman hiring. He has nearly 15 years of experience in HR technology. In this episode, Michael shares his journey as well as many details on key achievements and battles he has experienced to date.ย
Learn some insights into the future of hiring technology as our guest discusses how SmartRecruiters is revolutionizing hiring with cutting-edge solutions like their AI-powered sidekick, Winston, and what sets their platform above the rest in a competitive market.ย
Join us for this insightful conversation!ย ย
Hi, Michael! It’s a pleasure to have you here today with us.ย
1. You have a wealth of experience in your career. What have been some of your biggest achievements and setbacks over these years?
Ans: Iโve spent nearly 15 years immersed in the world of HR and people-centric tech, and the journey has been anything but dull. While Iโve had the opportunity to lead and collaborate on all different types of projects during my time at SmartRecruiters, a few achievements stand out:
- Building and deploying an ideal customer profile (ICP) model
- Playing a key role in this yearโs companyโs rebrand
- Working with an incredible team to launch 6 products this year alone, including our new AI companion, Winston!
On the flip side, Iโve also faced my fair share of setbacks and challenges. One that stands out was joining an early-stage AI company back in 2017. This was way before our dear friend chatGPT entered the picture, and after only a year in business, we shut down. It was tough, but it was an invaluable experience getting to work with AI (and its limitations) so early on and being humbled by facing a true tech failure. I came out of the loss with a fresh perspective on what it means to find product market fit and to be resilient.
All in all, the highs and lows have made the last 15 years an incredible ride.
2. What are your major responsibilities as the VP of Go-To-Market Strategy at SmartRecruiters, and what common challenges do you encounter?
Ans: Our vision here at SmartRecruiters is to redefine hiring by building an ecosystem that goes beyond traditional recruitment software. I am responsible for steering our marketing strategy, positioning, messaging, and overall go-to-market approach.
Beyond just reaching our target audience, my team is dedicated to creating experiences that truly connect our customers with the value we deliver.
Of course, with a role this dynamic, challenges are part of the package. One common hurdle is how to stand out in such a crowded field. The TA tech/HR world hasnโt always made it easy for buyers to find the products that best serve their needs. Itโs our job to be honest with customers while showing them the impact we have brought to other similar customers.
Another challenge I frequently encounter is staying true to our tone and corporate brand while serving a wide range of customers across regions, sizes, and geographies. We have such a diverse customer base that finding that balance of global and regional mix is key.
Despite the challenges, I am passionate about empowering my team to bring the SmartRecruiters vision to life and itโs incredibly rewarding to see.
3. How important is technology, especially AI, in improving the hiring process for companies? How do you develop and implement strategies for new products?
Ans: I believe that technology – and particularly AI – is a game-changer for modern recruitment and helps transform every step of the hiring process from initial candidate sourcing all the way to onboarding.
With the help of AI, companies can streamline tasks that used to take days or weeks while making smarter, data-driven decisions that can lead to better hires and more inclusive teams. Our new AI companion, Winston, for example, is powered by AI to anticipate your needs, automate repetitive tasks, and engage candidates in a more meaningful way.
When it comes to developing and implementing strategies for new products, my approach is all about alignment and value delivery. We start by deeply understanding our customersโ pain points and goals through direct feedback, market research, and industry trends. From there, we build cross-functional partnerships with our product, sales, and customer success teams to shape a go-to-market strategy that will resonate with our audience and align with our brandโs mission.
The implementation phase is where things get exciting! As we launch, we continue to gather feedback and iterate in real-time to ensure the product truly delivers on its promise. This agile, customer-focused approach keeps us not just competitive but innovative as we continually adapt to create genuine value for our customers.
4. In your opinion, what makes a hiring platform successful, and why should companies prioritize it while offering services? Can you share a success story where your go-to-market strategy made a significant impact?
Ans: A successful hiring platform does more than just streamline recruitment. It needs to be future-proof, which means it allows companies to scale, is highly usable, and connects to their ecosystem of tools, apps, data, and other services that they already rely on. People donโt want to log into multiple software solutions if they donโt have toโso you need to embed yourself into their day-to-day work to find success. Companies should prioritize this because the pace of change in recruitment and technology is so rapid that being locked into a tool thatโs difficult to adapt will erode their competitive edge, making it harder to attract and hire top talent.
5. Every industry is becoming highly competitive with new players entering the market regularly. Why is it important to gain a competitive edge under such circumstances, and how can it be done?
Ans: There are constantly new players entering the field so having a competitive edge is important for a company to thrive, not just survive. For SmartRecruiters, gaining that edge means focusing deeply on customer needs and continuously refining our platform to improve hiring outcomes.
We gain this advantage by listening to customer feedback and staying agile in our response to market shifts. Beyond technology, we also prioritize creating a seamless, intuitive platform that transforms the hiring journey into a more engaging and rewarding experience for both recruiters and candidates. Our platform removes tedious tasks so hirers can focus on connecting with top talent and making impactful hiring decisions.
Ultimately, gaining a competitive edge isnโt about having the most or the flashiest features – itโs about understanding what truly matters to customers and delivering it better than anyone else.
6. How do you collaborate with other departments to ensure a cohesive strategy and successful product launches? How do you ensure that the products you create meet customer needs and feedback of your customers?
Ans: Iโm sure weโve all said this before but communication is key! A successful product launch requires collaboration across many teams across the organization. Each team brings unique insights to understand customer pain points, market trends, and the competitive landscape, which inform both our product development and our go-to-market strategies. Regular check-ins, collaborative brainstorming sessions, and ongoing feedback helps everyone stay aligned and ensure that we remain agile as the product evolves.
Just as communicating with your internal team is important, actively listening to customers is crucial. With each new launch, we use real-time customer feedback to refine and adjust.ย An example of how weโve done this with many of our key launches is with something we call our โdesign partnersโ. These are a select group of customers that are involved at every stage from design, development, and launch. Itโs a great way to ensure we are building with our customers in mind versus building in silos and just hoping they see results.
7. Why is diversity and inclusion important in hiring, and how do SmartRecruiters promote these values? What role do you see diversity and inclusion playing in the hiring process, and according to you, how to support these initiatives?
Ans: Diversity and inclusion are essential in hiring because they build stronger, more innovative, and resilient teams. At SmartRecruiters, we champion these values by creating tools that reduce bias and foster equitable hiring practices, empowering our clients to build diverse workforces that reflect the world they serve.
Diversity and inclusion go beyond metricsโ they shape company culture and influence how employees experience belonging. One of the most enjoyable parts of my time at SmartRecruiters has been being able to learn from the 500+ Smartians we have across the globe and constantly being exposed to new ways to think and problem-solve. Itโs truly one of our greatest strengths!
8. What advice would you give to someone looking to pursue a career in go-to market strategy?
Ans: My biggest advice for anyone interested in pursuing a similar career path would be to keep your customers as your north star. Success will rely on your ability to empathize with your customersโ needs and struggles.
This work also requires collaborating cross-functionally with many different teams. Stay agile, listen actively, be ready to adjust based on feedback and market shifts, and donโt forget to have some fun while doing it.
And if all else fails, just bust your ass and work hard! That has gotten me quite far in my career and is the most transferable skill there is.
9. What exciting trends do you see in talent acquisition that businesses should prepare for?
Ans: The world of talent acquisition is evolving rapidly and there are so many trends on the horizon. Two of the main trends that Iโm excited about are AIโs increasing presence within the industry and how the candidate experience is changing.
Weโve spoken quite a bit already about AI, but I am excited to see how it continues to develop and impact how we approach recruitment from both an efficiency and inclusivity standpoint. As for the candidate experience, many companies are making it a priority to create more engaging and personalized recruitment journeys. This means seamless application processes, transparent communication, and other efforts to build a strong employer brand.
I look forward to seeing how these trends and others impact the future of talent acquisition.
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