HRTech Interview with Michelle Volberg, Founder and CEO at Twill

Michelle Volberg, Founder and CEO at Twill chats about the state of hiring in B2B SaaS in this short Q&A with HRTech Series:

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Hi Michelle, tell us about Twill and what inspired the platform?

Twill emerged from a simple observation during my time in executive search: the best candidates often come through trusted networks. We noticed that engineers from companies like Google, Meta, and Amazon were excellent at recommending other great engineers for big tech jobs, and sales professionals were really great at recommending other sales execs for sales jobs.

What started as a sales placement firm evolved into a tech platform that harnesses these professional networks to connect companies with pre-vetted tech talent. The inspiration came from seeing how effective personal recommendations were compared to traditional recruiting methods.

What about today’s state of B2B SaaS hiring especially needs an overhaul?

The rise of AI tools has actually made hiring more challenging. While ChatGPT helps candidates craft perfect resumes, it’s become harder to identify truly qualified candidates. Recruiters now face the paradox of reviewing seemingly perfect resumes only to find that the person who shows up for the job is completely different. We need to shift from processing high volumes of applications to focusing on verified, trusted connections.

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How can HR leaders and hiring managers hire better-fit resources through referrals?

The key is tapping into the right networks. Tech professionals inherently understand what makes someone successful in their field. By leveraging these expert networks, hiring managers can access candidates who have been vetted by peers who understand the role’s requirements. This approach not only saves time but also leads to better cultural and technical fits.

What tips would you share with HR business teams looking to stabilize or build a referral hiring program in 2025?

Focus on building diverse referral networks, as diversity in your network directly correlates to diversity in your candidate pool. Set clear expectations for the referral process, and make sure to validate recommendations thoroughly. Create a structured system for managing referrals, and ensure quick feedback loops with both referrers and candidates. One efficient way to accomplish this is by integrating with platforms like Twill, which provides access to a pre-vetted, diverse network of tech professionals and handles the validation process. This can help companies implement a robust referral program without building the infrastructure from scratch, while ensuring quality and diversity in their candidate pipeline.

Top aspects hiring teams be careful about when using referrals as part of their core recruitment process and strategy?

While referrals are powerful, it’s important to maintain objective evaluation criteria. Don’t skip proper vetting just because someone comes highly recommended. Also, be mindful of potential bias in referral networks and actively work to expand your network’s diversity. Ensure your referral program complements, rather than replaces, other recruiting channels.

A few thoughts on using the right HRTech and networking combination to drive better HR strategies in 2025?

The future of successful hiring lies in combining technology with human insight. While tech can streamline processes, human networks provide the quality and trust factor that algorithms can’t replicate. Look for tools that enhance human connections rather than trying to replace them, and focus on solutions that provide verified, quality leads rather than just high volume.

Some top HRTech innovators from the global HRtech landscape you’d like to shout out to?

As we’re backed by Bloomberg Beta, I’ve had the opportunity to observe many innovative HR tech solutions. I’m particularly excited about companies focusing on verification technology and those working to make hiring more transparent and efficient. The future of HR tech lies in solutions that combine human insight with technological innovation.

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[To share your insights with us, please write to psen@itechseries.com ]

Michelle is the founder and CEO of Twill, a venture-backed platform that connects top talent to tech jobs through trusted referrals. Twill members earn $5K-$25K for each successful referral, turning a common, free behavior into a paid opportunity. In turn, companies can hire better and faster with pre-vetted recommendations from professionals working at the highest levels in engineering, sales, product, marketing, ops and more. Twill helps startups and tech giants hire the best talent.

Twill is revolutionizing technical recruiting by connecting companies with pre-vetted candidates through recommendations from experienced industry professionals. The platform’s community of experts in engineering, product, and sales leverages their networks and expertise to recommend qualified candidates, earning substantial rewards for successful placements. Through its unique two-layer vetting process and focus on human-driven recommendations, Twill ensures higher quality matches and better hiring outcomes.