Zego Integrates Hired and Workable to Power Hiring Efficiency

Olivier Parent, Head of Talent Acquisition at Zego, shares how integrating Hired and Workable streamlines the hiring process.

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About Zego's Head of Talent Acquisition

For nearly three years, Olivier Parent has held the role of Head of Talent Acquisition at Zego. With over a decade of experience in expanding talent departments, his broad experience primarily revolves around fostering talent teams. This is especially true in the startup space, where his main focus is on boosting efficiency and cost savings for Gig Economy drivers.

What should we know about Zego?

Zego first made a name for itself by offering insurance solutions tailored for gig economy professionals in the motorbike sector. Over time, the company has expanded and now encompasses a range of technologically enhanced commercial motor insurance offerings.

As a commercial motor insurance provider, our goal is to streamline processes and reduce costs for individuals and businesses. Whether it’s managing insurance for nationwide taxi fleets or supporting self-employed scooter delivery riders, our customers fuel our mission. We are dedicated to simplifying, making insurance affordable, and ensuring a stress-free experience for each and every client.

In 2016, recognizing the hindrances traditional insurance posed to businesses—complexity, time consumption, and unfair pricing—we embarked on a mission to transform the landscape. Our goal is to empower professional drivers in the UK, Europe, and beyond with simplified, efficient solutions.

Up to this point and with more to come, we’ve raised over $200 million in funding, and we’re proud to hold the title of the UK’s first Insurtech Unicorn (a private company valued over $1 billion). We’ve grown from a scrappy start-up into an industry-changing organisation.

How did you start working with Hired and Workable?

Last year, I integrated Hired.com into our processes, a decision influenced by my positive experience using the tool at Zopa. When I later joined Zego, Workable was the already established ATS, and from there the bi-directional integration was seamless and easy-to-implement.

Hired’s impact on Zego 

  • 5 total hires made on Hired
  • 275+ interview requests sent to underrepresented groups
  • 75% interview request response rate

Workable’s impact on Zego

  • 25% year-over-year reduction in time to fill
  • Over 900 hours saved with self-scheduling
  • 70,000+ automated actions to deliver critical information to candidates
  • 200+ requisitions tracked keeping Zego on schedule and within budget


What are the challenges you typically face in the hiring process? How have Workable and Hired been able to solve for them?

This year the challenge is to face a volume of inbound job applicants. Workable helped with “killer” questions. We use knock-out questions as a strategic tool in our hiring process to efficiently filter out inbound job applicants who do not possess the essential skills or qualifications required for the job. 

For example, imagine a company like Zego is hiring for a senior engineering role that requires SQL experience. If a candidate doesn’t have this experience a knockout question about this skill can help to deprioritize them. Zego still collects their applications and can resurface the candidate in the future through Workable’s AI when a suitable role does open up.

By doing so, they save time and resources for the hiring team. This approach helps ensure that the most promising candidates progress to further stages of the hiring process, ultimately leading to a more focused and efficient recruitment process, reducing the likelihood of hiring mismatches, and potentially improving the quality of hires.

As for Hired, the AI-driven platform matches candidates to employer roles, approves candidates to go live based on marketplace demand, recommends similar candidates, and more. Hired recognises AI technology can speed up sourcing, screening, and filling roles while being aware that these tools can’t fully replace human expertise.

To maintain transparency and ensure bias-free hiring, Hired regularly conducts AI audits. These are technical assessments of the organisation’s methods to prevent, detect, and correct algorithmic bias.


In what ways has AI streamlined your hiring process?

It’s a bit too early to tell. In the future, a goal of ours is to use AI to conduct and improve specific components of the recruitment process. Take the interview process, for example. It can be further streamlined. By using conversational AI technology we could conduct initial interviews and shortlist applicants based on predefined criteria. As AI is still only a tool, this is something to explore when we’re positive it can be used ethically.

What has your journey with AI looked like? Were you using AI before it became a hot topic?

It’s still so new. However, right now, we mostly use AI to optimise our messaging outreach. AI helps us craft unique messaging as per our inputs. These human-like messages offer a template to personalise further and prevent applicants from dropping out of the hiring process due to poor engagement. 

My advice when it comes to AI? Use it as a tool to optimise the process, not as a way to replace human decision-making. Focus on using AI for administrative tasks for starters.

Bias has come up as a concern for AI. How does Hired address it?

We used a sprint approach when it comes to DEI. The first week of sourcing efforts is only focused on underrepresented groups before we open up the search. The DEI features in Hired’s tech hiring platform really helped us for that. 

Available DEI features on Hired

Zego and all other Hired customers have these DEI hiring features handy to surface underrepresented talent without removing relevant matching candidates. 

  • With DEI discoverability on, interview requests to underrepresented candidates increase by nearly 30%
  • Bias reduction mode removes demographic details to lower risk of unconscious bias
  • Salary bias alerts foster transparent compensation by notifying employers when they offer a lower salary than usual
  • Skills assessments standardise the hiring process and promote skills-based hiring

Available DEI features on Workable

Workable has a full suite of DEI features to enable companies to build inclusive hiring practices.

  • Hidden evaluations: Interviewers only see comments from the rest of the hiring team once they’ve submitted their own evaluations, encouraging impartial feedback.
  • Interview kits: With customizable interview kits and AI-suggested questions, Workable helps you standardize questions across all candidates for an equitable experience. 
  • Anonymized screening: Automatically filter out personal information when reviewing resumes, so your team can focus on candidates’ work experience.
  • Data-driven decision making: Tools like Assessments encourage data-driven decisions as hiring managers can compare candidate scores and get predictive performance insights.


Are you using any of Workable’s AI tools?

Yes, resurfacing candidates enables us to stay in touch with the very best in our talent pool. We find a lot of great candidates. Vetting them can be time-consuming and we may not have a spot for them when they first apply. We can resurface them with the click of a button to shortlist past candidates who had great evaluations, positive sentiment from the hiring team, and are relevant to our open roles.

Resurfacing past candidates also helps with:

  • Reducing costs by immediately filling your hiring pipeline
  • Improving time to fill by bringing back candidates you’ve already vetted
  • Engaging the hiring team by showing how their input impacts future hiring


How do Hired and Workable complement each other as hiring tools?

Hired brings a niche, engaged pool of candidates. The candidates on Hired are highly vetted and intentional. Hired partners with community-based organisations who share our vision for a future where everyone has an equal opportunity to find a job they love. Our partnerships allow us to amplify our values, and give companies and jobseekers a head start toward growth.

Workable helps us track the highly vetted candidates that we find through Hired. They come into Workable from Hired seamlessly, where we can evaluate them with our hiring team and move towards an offer. Workable helps us exceed our hiring goals, keeping our headcount full and our recruiting within budget while saving us time.

I really appreciate the seamless integration between the two tools. Hired and Workable make it easy to coordinate workflows between the platforms. By pulling roles from Workable into Hired and avoiding re-entering role information, we’ve been able to save hours of time. In addition, we’ve improved the candidate experience by managing candidates’ status on Hired through Workable.

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