Maven AGI is on a mission to reimagine enterprise customer experience, starting with support.
Sam Schatz, Talent Acquisition Leader, gives you the inside scoop on how to land a job at Maven AGI.
In this video, Sam discusses:
- Who is Maven AGI?
- Qualities they look for in an ideal candidate
- General interview process
- Tips to stand out in that process
- Why Maven AGI should be on a job seeker’s radar
Video Transcript
My name is Sam Shatz. I am in recruiting here at Maven AGI with a focus on technical recruiting and technical talent.
We’ve been around for about 2 years. Our focus here is the customer journey, specifically sales, marketing, customer support, and customer success. We give B2B customers the ability to integrate customizable AI agents. We tie them into their company’s ecosystem with a ton of different integrations. Right now, we generally solve customer-related issues in customer support, but that will expand as we continue to grow.
The things that we really look for are folks who are curious and like to solve problems with a customer mindset. That’s really important to us. For folks to be able to talk about how they’ve supported customers, directly or indirectly, throughout their career is incredibly relevant. We are a startup, currently under 100 people. We don’t have a ton of resources compared to some large organizations, so we look for folks who are scrappy and know what they are getting themselves into. Outside of that, we look for folks who are curious, do some research on the company, and are excited about the future of AI and technology.
First, I really do like to call out that since we are in the AI space, AI is not screening out resumes or applications. This is handled by our talent team.
Generally, you’re going to start off with a recruiter screen—about a 30-minute conversation by phone or Zoom. After that, depending on the role, folks either take a technical assessment or speak with a hiring manager. After those two processes are complete, we like to bring people in on-site to our brand-new office in the Back Bay. Candidates generally meet somewhere between two to four people. We are usually able to move to an offer at that point. For certain senior-level roles (maybe Manager or Senior Manager and above), we may have some form of a presentation or case study.
Someone who can do research on the actual organization is really crucial. I would recommend:
- Doing some research on the organization and noticing that we’re Boston-based.
- Having an interest in what we’re doing and being able to talk intelligently about what Maven is doing.
I would also very much encourage candidates to not use template-based resumes. If you are going to use AI to help build a resume, please make sure to edit it and personalize that resume. Don’t put any bold in certain taglines or lines within your resume, as that does not help it stand out and makes it look very generic.
Finally, any form of networking is very helpful. Think about past colleagues, friends, or alumni. Any form of networking usually helps with conversations. This does not necessarily mean that you need to blast recruiters or every person at the organization on LinkedIn. Have a targeted approach: if you can find the hiring manager or a teammate in that role, ask for help. It doesn’t hurt, but just don’t blast everyone at the organization.
We closed our Series B funding a few months ago and are on a very exciting growth track. In the last 6 months or so, we’ve almost doubled in company size, so there are a number of opportunities for folks.
- For folks on the go-to-market/seller side, there’s an obvious opportunity to make money.
- For folks who want to grow in their career, opportunities are almost endless.
We are a growing tech company in Boston, and we are in the AI space. For folks who want to continue to learn and adapt their skills and learn more about AI, it’s a great organization to be at.
