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CEO Interviews - Exclusive for HR Digital Today with market leading HR Tech pioneers -RecRight
Riku Malkki CEO of RecRight

During my days as an agency recruiter, the most time consuming part of our job is screening the candidate.


Because we need to meet them on-site, it is a huge time cost for us. And it is not easy to stop the clock if the candidate goes on and on.


The worst part is that we probably could only surface 20% of all that we screened.


Which makes a platform like RecRight such an interesting proposition. We speak with RecRight’s CEO Riku Malkki to learn more:


1. Please share with us briefly what you do.


I lead a company called RecRight. We provide digital solutions to recruitment purposes. We have video in the core of everything we do.


2. What were you doing before this?


I was developing a leading Finland-based recruitment software for 9 years. So I'm nerd by nature.


3. In one sentence, how would you describe what your product does?


RecRight helps companies find superstars behind CVs and minimise bad interviews through video technology.


4. How did the idea for your business come about?


We were one of the first ones in Europe, and everything started from videoCVs. That didn't fly 10 years ago, and soon we realised it's the dialogue that is the key.


5. How does it work?


Basically on-demand video interviews work so that recruiters or hiring managers send out a couple of video questions to candidates that are pre-screened based on their CVs.

Then candidates reply to those questions from their home and when it best suits them. Recruiters again watch, rate and rank the candidates based on the video replies when ever their calendar has a free slot.


6. What are the key benefits that your product brings?


As a screening tool, on-demand video interviews bring quality and time-savings to the process.


There will be next to no more bad interviews, where you instantly knew at the doorstep that this is not going forward from here.



But also the other way around; you might find a total superstar from the "maybe" pile, that you would not have invited to interview at all.


And that really would be a shame, to lose a perfect personality, just because they didn't stand out with their CV to the top of the pile.


7. Who are your closest competitors?


That would maybe be HireVue. They're like the Swiss-knife of video interviews. Ask about their pricing :).


Really, nowadays video interview vendors keep popping up more often. Then it's all about the references, ease of use, and for many - price.


We can proudly say that our's is the easiest to use and we have the best customer support.


Welcome to challenge that. We're also GDPR compliant, which many of our competitors are not.


8. Who is your first customer and how did that happen?


Our very first customer was and still is Barona, Finland's biggest staffing and recruitment agency.


It's today our biggest owner as well. Quite quickly in 2012 we got KONE the elevator manufacturer, and then UBER, well the UBER.


9. What were they using before this, and why did they switch?


I am pretty sure none of the first customers of ours hadn't tried anything before, the method was quite new in 2011.


10. How do you price your product?


We operate purely in SaaS-model. What's different to most SaaS players, we do not put price on users, being recruiters, hiring managers and other stakeholders. We base our price for video interview projects.


The more you use, the less per hire you pay.


11. What’s your business focus for this year?


We're focusing to three different markets geographically: Singapore, Russia, southern Europe.


In partnerships, we keep our focus on finding modern ATSs, who we can integrate with (we do have integrations to 12 ATSs).


We also want to find motivated business partners from different parts of the globe.


12. What is your favourite failure (and what did you learn from it)?


That might have been my first outsourced software development project, where we had couple consultants creating a new module to our platform.


The decision to outsource was not a failure, but the failure happened when I assumed we had been clear in what we wanted, but it then turned out that our requirements were not clearly communicated and specified from our part. Lesson learned; don't assume - specify, validate, verify, retrospect, repeat.


13. What’s one productivity hack you would recommend to everyone?


Many, but this is the easiest for me: turn your phone face down when doing something that requires your attention. This way all the blibs, blobs and notifications don't draw your attention.


14. Where can people find out more about your product offerings and you online?


RecRight's site is here, go and grab your free 14-day trial:


You can find me on LinkedIn, click connect if interested in discussing more:


More about Riku:

  • Born: Yes (1982 in Finland)
  • Marital status:  In a relationship
  • School: BBA in ICT, MBA in Information Systems Management
  • First job: Campsite worker
  • Favorite Film: Quentin Tarantino's production
  • Favorite Music: Nightwish and so many more
  • Favorite Gadget: GoPro
  • Last holiday: Indonesia & 8 dives in Bunaken early Feb