Générez 5x plus de candidats qualifiés
In a constantly changing world of work where the search for talent is intensifying, Jean-Eudes Yahouedeou, CEO of Seeqle, stands out by putting artificial intelligence at the service of recruitment. During a recent interview for BFM TV, he discusses the strategic pivot of his company, the importance of soft skills and how AI can transform HR practices.
An approach centered on data and AI
Jean-Eudes, you are the head of Seeqle, a company created in 2015. But in 2019, you made an important pivot. Can you tell us more?
Jean-Eudes Yahouedeou :
“Yes, absolutely. We started in 2015 by highlighting the skills of candidates, in particular their soft skills, to promote them on the job market. In 2019, we completely transformed our model. Today, we help businesses analyze data to target relevant talent. Thanks to AI, we automatically source candidates, taking into account both their technical skills and their personality.
This pivot was marked by key partnerships, in particular with France Travail (formerly Pôle Emploi) and Meta. These collaborations allow us to aggregate HR and web data, to create accurate matches between job offers and available talent.”
Recruitment, AI and soft skills: the human being at the heart of the challenges
Recruiting has changed a lot. We are talking about teleworking, quality of life at work (QWL), well-being... What are, in your opinion, the new criteria that retain talent today?
Jean-Eudes Yahouedeou :
“Businesses, especially SMEs, face a real challenge in terms of visibility and attractiveness. When a job offer is posted, only 10% of applications are really relevant. That's where Seeqle comes in. We transform offers into targeted advertising that highlights the advantages of businesses: opportunities for development, flexibility, teleworking, etc.
Soft skills also play a crucial role. It is not always the candidate with the perfect resume who stays true, but the one who shares the values and vision of the company. With AI, we're helping recruiters detect these cultural alignments and automate tedious tasks, like sorting resumes, so they can focus on what matters most: the human being.”
SMEs versus large groups: building on your strengths
Do SMEs have a chance compared to large groups that have colossal budgets to attract talent?
Jean-Eudes Yahouedeou :
“Absolutely. Large groups can offer material or financial advantages, but SMEs have unique advantages: proximity, flexibility, and a work environment that is often more human.
With Seeqle, we help these companies to value their strengths in their recruitment campaigns. For example, an SME in a region can attract talent by promoting a better quality of life or faster development opportunities than a large group. Those are the things that really make the difference.”
The Future of Recruiting: AI and Personalization
With the emergence of AI, will the role of recruiters change?
Jean-Eudes Yahouedeou :
“Yes, and it's already starting. AI makes it possible to personalize sourcing algorithms based on the specific data of companies: their culture, their opportunities, and their values. This considerably improves the quality of recruitments.
But AI won't replace humans: it complements them. The recruiter can focus on interviews, soft skills, and the human aspect, without being overwhelmed by repetitive tasks. It's a balance between technology and intuition.”
