The Wrong Way to Use AI for Recruiting

In our recent piece on The Impact of No Brokerage Fees on Retail Investors, we talked about how zero-fee stock trading along with fractional share ownership means that there is no excuse not to engage in best practices like dollar cost averaging and diversification. We also talked about how our own preferred strategy of dividend […]

The Right Way to Use Recruitment Technology

It seems like just about every tech publication cannot help themselves and feels the need to start taking a political spin. Here at Nanalyze, we avoid politics like the plague. Why? Because the United States – where the majority of our readers come from – is polarized to an extent that hasn’t been seen since the […]

ZipRecruiter Uses AI for Job Recruiting and Searching

Last year we told you about an emerging trend in perhaps one of the dirtiest industries on the planet. No, we’re not talking about charcoal maker, animal bone charrer or even space miner. We’re talking about the use of artificial intelligence in HR recruiting. At first, we thought it was too good to be true […]

Catalyte Uses AI to Hire Better Software Engineers

Way back in 2004 when nanotechnology became a trendy topic among investors, everyone wanted to get in on the action. It’s kind of like how blockchain and cryptocurrency are today. We’re seeing numerous examples of companies that are changing their names only to see their share prices skyrocket. A great example of this was the recent […]

Artificial Intelligence and Workplace Psychometric Tests

They say there are three things you shouldn’t talk about on a first date – religion, politics, and sex. These are rules we strictly adhere to at Nanalyze because every article we write is kind of like a first date for first-time readers. More importantly, our regular readers expect us to stay on point. However […]

The Death of Recruiting by AI – It’s About Time

If you’ve spent any meaningful amount of time in a corporate managerial role, you’ll know that people who get away with adding little or no value to a firm, are often placed at the same level as those who add real value to a firm. In other words, not all titles in a corporation perform the same across […]