Hiring today presents a number of different issues. AI tools have taken over when it comes to recruiting, while on the other hand, professionals are struggling to create the perfect application.
For Sebastian Scott, CEO of Clera, he recognizes how complex today’s recruiting infrastructure has become. After witnessing the barriers that affect how candidates gain access to positions, he built his company to offer something different: an AI talent agent that works for candidates, not against them.
Photo: Shridhar Gupta
Although Scott’s journey began at just 17 years old, his story offers a broad overview of where recruiting needs to go today. As co-founder of Clera, Scott is not only rethinking how people get jobs, but also challenging long-held assumptions about leadership and the future of work.
Behind a market business
Before starting Clera, Scott had already built two market companies. While each venture has brought valuable lessons, he describes Clera as his most rewarding venture to date.
“A market is really just a matchmaker,” he said. “We bring two parties together, people looking for good jobs and companies looking for great people, and when it works, both sides win. That’s what I love.”
Yet he is also quick to recognize the various obstacles that accompany marketplace businesses. Especially at the beginning, projects in the start-up phase require the participation of both parties to create real value.
“With my first business, I solved this problem through brute force,” he added. “I signed both sides myself, by hand, one at a time. It worked, but it was exhausting and it didn’t work. What I’m most proud of with Clera is that we finally succeeded. We build something where both sides want to come on their side, so we’re not dragging anyone along.”
Staying Motivated in the Age of AI
As artificial intelligence continues to take over, many leaders also face the challenge of keeping pace with rapid change. For the recruiting industry, Scott approaches AI with a combination of optimism and determination.
“There’s never been a better time to build,” he said.
His motivation stems from a deeply personal observation. Watching family members and close friends struggle with frustrating situations. job searches highlighted an issue where the app became more of a pain than it should be. Too many talented people stay in roles that no longer suit them simply because finding a new job creates too much friction.
By implementing AI in the right way, Scott believes there is an opportunity to change a dynamic that has historically been too difficult.
“What AI changes is that we can take that high-level headhunter experience and give it to everyone. It’s such a new idea that I think we’re all still thinking about what that means at scale,” he continues.
As many companies rush to adopt AI for greater efficiency, Scott is focused on understanding what artificial intelligence means. job seekers and employers really needed. Rather than blindly replacing traditional recruiting practices, it evaluates which old-school methods are useful and which actually move things forward.
Between building and leading
As Clera has grown into what she is today, Scott also highlights some of her most notable changes in mindset.
“People always say the same thing. At some point, the founder has to stop building and become a manager. I’m not sure I believe it anymore,” he adds.
But rather than seeing leadership and building as quid pro quo, Scott sees them as compliments. With Clera, he learned that effective leadership requires balancing practical development and leading a larger organization.
He continues: “As soon as you lead a team, part of your job is to keep everyone pointed in the same direction and devote your time to the few things that are really moving. the company. So there is a balance. »
Especially in a fast context evolving technological spacetraditional management rules must be rewritten. Instead of an outdated playbook, Scott approaches leadership as a continuous learning process.
“I try to find the balance between building and leading,” Scott said. “I learn a little more about where that line is almost every day.”
The future of careers
Looking ahead, Scott hopes his work at Clera will help candidates maximize their careers.
Above all, staying close to the product, he says, is essential to improvement. Although organizational leadership takes up much of his time, remaining deeply involved in shaping the mission is key to success. sustained growthparticularly in terms of recruitment.
“The long-term vision is simple,” he explains. “We want to help everyone make the most of their career. These days, having a brilliant headhunter on your side is a luxury that few people can get. We want to make it normal, so that anyone, anywhere has that kind of help when planning their next move.”
As hiring continues to evolve, Scott positions Clera at the intersection of technology and human potential. As his team creates a new segway for professionals, the result of his leadership is unmatched: better careers where people are truly suited to the roles they deserve.
For those looking to reshape hiring, Scott’s leadership represents hope for the future. And in many ways, his company Clera is the cornerstone of modern recruiting.
