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BrioHR’s co-founder and CEO, Benjamin Croc had the honour of sharing with hrtech.sg the 3 key aspects any organization must focus on for a successful HR Digitization Process.

The foundation of successful HR digitization initiatives lies in 3 key practical areas:

The current state of your company’s HR digitization
The pain points you face
The employee adoption potential

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BrioHR’s co-founder and CEO, Benjamin Croc had the honour of sharing with Raphael Seghier from Sesame Asie – a podcast dedicated to French entrepreneurs and success stories in the APAC region – about why he decided, a few years back, alongside Nabil Oudghiri, co-founder and CTO of BrioHR to build the right software to automate HR processes so that companies can focus on their people.

Listen to the podcast here (in French): https://cutt.ly/hl8xIvH

On Youtube: https://cutt.ly/dlfTjw3

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BrioHR is honoured to be featured in an article by TechCrunch for being part of the Y Combinator program (one of the best global startup accelerators), and receiving USD1.3million in funding, which is an amazing opportunity to build on the solid growth that has already been achieved.

“BrioHR is one of the most promising startups in the batch” – TechCrunch
An interview with Benjamin Croc, CEO and co-founder of BrioHR
BrioHR: Building the future of HR Management Software
We are excited to announce our USD1.3M financing round with world renowned investors Y Combinator, East Ventures, Global Founders Capital, and well-respected business angels. On to the next phase of our journey to delight always more HR Teams with our unique HR Management Platform (have a quick look here: BrioHR Video Demo)

How it all started
Nabil Oudghiri, CTO and co-founder of BrioHR, and I met while completing our MBA at Insead. We came from very different backgrounds: I worked in MNCs building and managing large teams, while Nabil led complex IT projects for financial institutions. However, it quickly became clear to us that HR challenges are shared across industries and geographies, and that companies do not have the right tools to drive employee engagement and maximize productivity.

So many HR tools are available, yet so few really address the day to day needs of companies with 10 to 2,000 employees. Not the right feature set, not the right price, not flexible enough, too complex…the list goes on.

As a result, most companies still struggle with manual processes, and suffer from low employee engagement and productivity challenges. The HR function is often turned into an isolated, purely administrative one, with important information scattered across many sources (emails, excel spreadsheets, paper forms…). HR Teams end up spending a lot of time on lower value added activities and have little time left to play the strategic role that is theirs.

After observing the same pattern repeat every time we would talk to HR professionals, we decided to take the plunge and help bridge that gap.

What is the essence of BrioHR?
As we felt that there were no adequate tools in the market despite the fact that many existed, it was important for us to be in accordance with our convictions, and attack the issue from a different angle than what was predominant in the market: we put employee engagement first.

One of the most important yet overlooked parts of the employee experience happens during the onboarding. Yet, who enjoyed the onboarding processes they went through? Were there even processes? More often than not, no one expects you on your day 1, your manager is on a business trip for the week, and you end up falling asleep sifting through SOP.

Similarly for performance evaluation. It is widely considered as a stressful process, lacking objectivity, and wasting everybody’s time. Quite paradoxical when you know that increments and promotions are based on such evaluations. We wanted to help companies make it a continuous process, a coaching opportunity vs. a dreaded judgment.

So we started with those two areas and it quickly resonated with our clients. Many companies were looking for the right solution, one that would allow them to both digitize and enhance their processes in those areas, while helping them navigate change management.

Of course, while employee engagement is a key pillar of the HR spectrum, companies also need accuracy and compliance when managing their payroll and leaves, and when keeping employee records. Hence it was important for us to automate those processes as well. Fast and easy adoption was an added benefit now that everything needed was just one click away, making it easy for users to access all the information they need.

With a great Platform, and great clients, what’s next?
This funding round and our participation in Y Combinator, arguably the most renowned startup program in the world, is not an end in itself. It is in fact only the beginning. It validates the fact that we are on a meaningful journey, and it will help us achieve our next goals.

From its inception, BrioHR was designed to help companies with sophisticated needs to address all types of challenges when it came to designing, implementing, and sustaining processes. We invested a lot upfront to build a platform that is flexible and that delivers a lot of value, while remaining affordable.

In 2020, despite the challenges brought by the global Covid-19 pandemic, we kept releasing amazing features: enhanced performance management, recruitment, payroll management for both Malaysia and Singapore, multi-country leaves and subsidiary management, flexible employee and document database enabling customized reporting…and so many more.

Our Platform has now reached the point where it is recognized as one of the most competitive there is. In 2021, we will double down to make it even better, and our main goal will remain to help as many companies as possible to turbocharge their HR processes.

A glimpse of the amazing team lead by the co-founders, Benjamin Croc and Nabil Oudghiri, to build a new all-in-one and super easy-to-use HR software.

The post BrioHR raises $1.3M ahead of Y Combinator’s demo day | TechCrunch appeared first on BrioHR.

Benjamin Croc of BrioHR discusses a wide range of HRtech scenarios ranging from Talent Acquisition, ATS, to Performance Management Solutions, and OKRs with Hrtechcube.

1. Tell us about your role in BrioHR?
As a co-founder and CEO of an early stage tech company, I focus mostly and sales, marketing, and investor relationships. I am also actively involved in recruitment along with my cofounder, while he takes care of tech and support. Truth is, in a company like ours, what counts is really to be agile in terms of the day to day role, as I have to do whatever it takes to take the company forward, starting with delivering a great service and ensuring client satisfaction.

2. Can you tell us about your journey into this market?
I developed my passion for people management as I built, led, and scaled teams of up to 200+ at PwC and CMA-CGM, then while advising leading organizations both as a McKinsey consultant and internally while heading Lazada’s strategy department. There was a common pattern I saw across all these organizations again and again: companies always considered people their most crucial success element, but lacked the tools and equipment to help their people reach their full potential. So together with my co-founder (Nabil Oudghiri), we created BrioHR, an all-in-one HR management software to help companies implement and maintain effective people management, leading to more productive employees and improved company performance.

3. How do you think technology is changing the HR Sector?
Technology is helping HR teams fulfil their role as strategic partners in a business, by providing not just tools that speed up basic tasks, but also reporting and analytics functions that enable HR to make data-driven decisions in real-time, as well as turnkey processes for better talent management and development, really empowering HR Teams / Company management.

4. In what way is digitization impacting the admin processes for HR professionals?
It’s 100% making it faster and more accurate by eliminating the ‘manual’ elements involved not just in completing paperwork, but also in cross-referencing across different administrative functions (such as Payroll and Leaves Management).

“The idea is to shift the time spent on repetitive lower value tasks that no one likes to do, towards more value-added tasks that will help HR professionals achieve their objectives for the company.”
For us, what is very important to note, is that HR admin is only one pillar of the whole HR spectrum, and that is why we provide modules that help HR/Company leadership well beyond HR admin.

5. In what way can redefining PMS lead to employee satisfaction?
Redefining Performance Management Solutions is key to retaining and engaging talent. Where before appraisals were a dreaded “once a year thing we have to do”, at BrioHR we see performance management as an ongoing, daily activity – because how well employees perform in their day-to-day activities directly impacts the organization as a whole. Not only that, when performance management is simple, user-friendly, transparent, and becomes a sort of “day-to-day reference”, employees are guided by their “North Star” and can trust in the fact that their performance is evaluated fairly across the board – this boosts morale and engagement, leading to greater job satisfaction, which improves business performance.

There was a local individual sharing his personal experience recently (it appeared to resonate with others on social media, to the point it was picked up by a popular social news network), highlighting that in appraisals, managers who don’t want to get questioned will just give everyone – regardless of actual performance – the same above average rating: not too good that it has to be justified, not too bad that it has to be justified. This shouldn’t be the case, and we firmly believe having the right performance management system in place will make a difference.

6. How does enabling OKR help in aligning employee goals with organizational goals?
Objectives & Key Results tie an employee’s objective to measurable results – crucially, each employee’s Key Results feed into their team’s and organization’s goal results. It enables forward looking performance management.

OKRs are also set, tracked, and evaluated frequently – this reduces time lag between (for example) a corporate decision made based on quarterly financial results, and how employees work towards that and are assessed in day-to-day operations. Plus, the simplicity in OKRs – an objective backed by 2-5 specific and measurable results – means that employees have clarity on what they need to do, and how it impacts the organization as a whole.

7. What is the significance of developing customized individual employee development plan for employee performance and satisfaction?
It is recognizing that each individual is unique – that each employee learns, functions, and responds differently to different things. So inherent in customized plans is one very important thing: respect.

In terms of performance, multiple studies have been done about the impact of respect or disrespect in the workplace on performance (employee performance, which also impacts organization performance as the employee interacts with colleagues, clients, suppliers, regulators, partners, etc).

8. Can you explain to us in detail the attributes of BrioHR’s Talent Acquisition Solution?
Our Recruitment & ATS module was built to improve the speed and transparency of the recruitment process for all companies. We incorporated job boards and social recruiting functionalities, to enable companies to share open positions quicker (and fill them quicker); our applicant tracking system provides real-time updates on statuses so that hiring managers and HR are always up-to-date (this reduces back-and-forth as well); pre-assessments (which can be turned on or off with a click) further help streamline quality candidates to reduce time spent sifting through CVs.

The transparency element is crucial – to prevent any form of bias in recruiting, and to ensure each company acquires the right talent, because the costs of a bad hire are exorbitant. We’ve built in interview questions and score cards into our Recruitment module, to function as a guide for how a candidate is assessed. For further bias prevention, HR teams can even select other managers / employees in a company to participate in the recruitment process, ensuring a holistic opinion of a candidate.

9. How do you prepare for an AI-centric World?
AI is a major buzzword now, and in the HR space many reference the use of “CV crawling” – where a bot trawls through submitted CVs picking up keywords, and candidates with the highest amount of the ‘right’ keywords in their CVs then get passed on to HR for the next step. I recently read an interview of an HR Tech unicorn cofounder. Interestingly, before cofounding this amazing company, and becoming its Chief Product Officer, he completed a PhD in AI. Despite his company being a Unicorn, with more than 10 years in business, his take was the following: “we invest a lot of time and money in AI in our company, we believe AI can have tremendous power in the HR field, but we are still very far from really having AI and enjoying its benefits in HR software, maybe 5-10 years from now”.

So, AI is very powerful and can be applied to HR, for sure. But for now, companies barely have processes and tools in place – or any data altogether – and what they need today to start putting those tools and processes in place, to collect relevant data and enable AI later on. Matching words on a resume with words on a job description is very useful, can save a lot of time, but it is automation and has existed for quite some time. It is not AI, which, based on holistic, unbiased data (i.e. not the data we currently have in most cases, but rather data to build), will be able to acquire a level of autonomy: for instance, in recommending non-traditional profiles for specific roles for unmatched productivity and happiness after analyzing a quantity of data that humans either cannot process, or would process with an unconscious bias.

“Essentially, I think what’s important is that any use of AI provides speed and accuracy to HR – allowing HR teams to trust in the data provided and make decisions off that data.”
For example, our system actively assesses all data points across modules, and pulls out information relevant for HR leaders or company management.

10. What are the major developments you are planning, in recent times?
Our product is already among the most advanced and has leapfrogged competition on many aspects, but we will never stop adding to it: innovating, at a rapid pace, is our passion. Our clients know that they have a partner when they work with us – they don’t just buy a software from a vendor and have to deal with it – they buy an amazing platform helping them tremendously from Day 1, with the assurance that it will constantly go higher and higher. So, we listen to our clients to decide what’s next. For instance on the admin side we have recently rolled out Time Tracking, and are continuing to expand our Payroll module internationally (bearing in mind the different regulatory requirements in different countries) to help our clients with multinational presence. We also constantly work on the overall design to bring more value in more optimized ways, adding functionalities and working on eye-catching designs.

Soon we will embark on a journey to really push the employee engagement capabilities in BrioHR (taking the employee pulse, advanced analytics, etc) as well as integrations. We already can integrate to pretty much anything as that is in the DNA of BrioHR, but we will expand with more and more standard integrations to create seamless processes where people will apply leaves on their day to day messaging apps just by sending a text that our bots will analyze and so on.
11. Can you tell us about your team and how it supports you?
Our Team is one of an early stage company, meaning that everyone knows everyone, and we have a lot of benevolence for each other. When we hire, we actively seek out independent thinkers – individuals who take the initiative, who are always curious, who don’t have a “that’s not in my job scope” mentality. Having people like these, who support each other, and BrioHR, is of paramount importance because I have absolute faith in the team doing what needs to be done for the company – I don’t need to constantly monitor or check-in with them, which frees me up to meet with clients.

Also, I appreciate the straightforward natures of the individuals in BrioHR – they are unafraid to voice their opinions, and will challenge decisions when they believe things can be done better to help the company. This helps ensure I don’t operate from a position of “blindness” or “short-sightedness” – with diverse perspectives and a culture of openness, we can finetune strategies and ideas together to move the company forward as a team.

12. What movie inspires you the most?
There are a lot of films I like and am inspired by, and I think what inspires people evolves as they themselves evolve. So right now, I would say “Forrest Gump”. The reason being that this man is genuine, does not try to be seen as someone he is not, cares about others, and gives his best at all times.

13. We have heard that you have a very joyful work culture, we won’t mind having a look at some of the pictures?

14. Can you give us a glance of the applications you use on your phone?
(MySejahtera is a Malaysian app that was launched nationwide in response to COVID-19 and the need to contact trace)

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On 13 October 2020, Bosch Malaysia invited BrioHR to speak on “Digitalization of the Workplace”, part of Bosch’s series of subject matter expert sharing sessions for employees.

Conducted online due to the pandemic, BrioHR’s co-founders, Benjamin Croc (CEO) and Nabil Oudhgiri (CTO), provided an informative presentation filled with insightful tips and actionable case studies. A highly engaged team of Bosch employees made for a robust Q&A session, with questions ranging from the scale of HR digitalization in Malaysia, to the effect of a workplace digitalization effort on customers.

BrioHR’s cofounders are honored to have been invited to share their experience and insights with members of an esteemed household name, and look forward to going-live with Bosch as part of its HR digitalization efforts.

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BrioHR is incredibly excited and honored to be selected by Mercy Malaysia as their HR software partner.

Who Is Mercy Malaysia?
Mercy Malaysia is a highly trusted and respected non-profit organization established in 1999, with an incredible team of dedicated individuals working together with volunteers to provide medical and humanitarian services in Malaysia and abroad. More info about Mercy Malaysia available here.

If you are keen to volunteer with Mercy Malaysia, click here.

How Did BrioHR Get Introduced To Mercy Malaysia?
Thanks to our incredible partners at Fintech Rakyat, BrioHR’s simple all-in-one HR software was brought to Mercy Malaysia’s attention. After extensive vetting and negotiations, BrioHR was chosen as the platform to empower Mercy Malaysia’s HR functions.

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