November 8, 2024
Richard Mendis
Chief Marketing and Strategy Officer | HireLogic
It’s a pleasure to introduce Rich Mendis from HireLogic, an innovator in HR technology and AI-driven solutions. Rich’s experience in enterprise software and AI applications gives him a unique perspective on HR tech.

In our conversation, Richard discusses HireLogic’s approach to enhancing HR operations, tackling bias in the recruiting process, and evolving employee and candidate engagement.
How does HireLogic differentiate itself from other notetaking and HR tools on the market, and what specific needs in HR are you addressing?
HireLogic is purpose-built for HR, addressing specific needs that general-purpose notetaking solutions aren’t equipped to handle. Unlike broad AI applications, our models are trained on millions of minutes of HR-related conversations, allowing HireLogic to capture the nuances of HR-specific dialogues—such as interviews, performance reviews, or manager-employee discussions. This specialization means our solution provides insights tailored to HR needs, including more accurate, consistent, and objective summaries that complement human decision – in ways broader AI tools simply can’t match.
In HR, the insights that matter most go beyond generic notes. HireLogic is able to more accurately determine roles in a conversation, such as who the candidate is in a panel interview, and present details such as a candidate’s synopsis, potential strengths, and leadership or teamwork attributes. And because our system is trained to detect compliance issues, we can flag language that might raise concerns around EEOC guidelines—so if a question veers into age, race, or gender territory, it can be automatically flagged for training and coaching purposes. We’re helping HR teams not only take notes but actually interpret what those notes mean, with insights that are more objective, more accurate, and significantly reduce the risks of compliance issues that general notetakers or large language models would miss.
With your extensive background in enterprise software, how has your experience shaped the way you lead and build teams at HireLogic?
I started my career in enterprise software with Siebel Systems, the first company to offer CRM solutions, and went on to lead teams in several tech sectors. One of my first startups, Clear Standards, focused on carbon and energy management, and eventually, we were acquired by SAP. I later co-founded a startup in mobile applications and APIs, which we sold to TIBCO, and then worked for one of the leaders in channel marketing. Each role taught me something new about how B2B software industries evolve as they are impacted by major technology trends, such as the transition from client server to web-based applications, and then mobile. We are now going through another major tech evolution with AI.
Bringing that experience into HireLogic, I’ve learned that building effective teams isn’t just about technical skills. It’s about assembling people who get the nuances of the industry they’re serving. At HireLogic, that means we have engineers and product people who really understand the particular challenges HR and staffing teams face. They’re not just tech experts; they’re people who know how HR works and what hiring managers need from an AI tool. The team we’ve built here is adaptable, curious, and knows how to navigate the intersection of tech and HR. This approach ensures that every team member isn’t just building a product—they’re building solutions that make sense for HR.
What are some of the unique challenges you’ve encountered in creating an AI tool specifically for HR, and how did you overcome them?
One of the biggest challenges in building AI for HR is around privacy and bias. HR data is often private and not available in the public, so we can’t just use any generic data sets. Instead, we focus on training models based on specialized data from customers and partners that is HR-relevant and adheres to privacy guidelines. Because of the unique demands in HR and talent acquisition, our AI models are trained to analyze conversations within these specific domains, to ensure we are both accurate and minimize inconsistency, subjectivity, and other undesired output.
Bias is another major challenge. Many HR professionals don’t realize how easy it is to unintentionally bring bias into interviews. Questions that seem harmless—like asking about someone’s family or where their kids go to school—can introduce bias. HireLogic can optionally detect this type of language and flags it automatically, providing feedback to interviewers for training purposes. Our system lets HR leaders apply consistent and fair standards without the need for manual checks. The solution isn’t just technical; it’s a way to build and encourage better practices across the organization.
In what ways does HireLogic help HR teams improve the quality and efficiency of their operations, particularly in recruiting and talent management?
HireLogic improves efficiency by automating many of the processes that typically require HR staff to manually review interview notes and summaries. Our platform provides hiring managers with clear insights into candidates—highlighting their potential strengths, concerns, and key skills—all organized in a structured summary. Rather than sorting through pages of notes, recruiters see a concise, accurate summary of what matters, in whatever format they want.
We’ve also integrated HireLogic with major Applicant Tracking Systems (ATS), so our notes and insights are directly added to the relevant candidate records. You could think of HireLogic as something like “Gong for HR,” giving managers and recruiters visibility into how well interviews are conducted, whether compliance standards are met, and where there may be areas of improvement for training. By embedding these insights within the ATS, HireLogic makes it possible for HR teams to streamline their operations without sacrificing quality or compliance.
How do you approach demand generation and brand awareness in the HR tech industry, especially as a relatively new solution in a crowded market?
In HR tech, especially as a newer company, we approach demand generation by building strong partnerships within the HR ecosystem. HireLogic is integrated with several Applicant Tracking Systems (ATS), VoIP providers, and other tools that HR departments use every day. These integrations help us to run highly targeted, Account-Based Marketing (ABM) campaigns aimed specifically at companies using the same systems we’re compatible with.
In addition to targeted outreach, we’re committed to educating the market. We conduct webinars and collaborate with industry experts to talk about what AI can really do in HR and how to use it responsibly within the evolving regulatory landscape. For example, we recently did a webinar with the commissioner of the U.S. Equal Employment Opportunity Commission (EEOC) to discuss AI’s role in HR. Thought leadership like this allows us to not only spread awareness of HireLogic but also position ourselves as a trusted resource on the topic of AI in HR. In a crowded market, it’s about showing that we’re not just another tool but a valuable, educational partner in the industry.
What trends are you seeing in the HR and AI industries that you find particularly exciting or promising for the future?
Right now, AI in HR is at a tipping point. Just like we saw with mobile years ago, the shift we’re seeing today is taking HR from being manual and process-driven to becoming more conversational and insights-driven. With AI, HR managers no longer need to enter every bit of data by hand—they can simply have conversations, have AI automatically extract and save that data into the relevant HR applications, and get insightful answers on candidate performance, team dynamics, and much more.
The adoption of AI notetaking tools like Fireflies and Otter is helping people understand what digital notetaking can do. It’s making it easier for HR leaders to see the value of a specialized, enterprise-ready, HR-compliant solutions like HireLogic. The more familiar people get with digital notetaking, the more they start to see its potential for recruitment, talent management, and employee engagement. The shift toward AI means HR can move faster and make more informed decisions, which is something that I think will really transform the industry in the next few years.
What advice would you give to other HR tech companies looking to leverage AI to improve their products and services?
The main piece of advice I’d give is to focus on the quality of your data and to make sure you’re training your AI specifically for HR. General AI is powerful, but if you want it to be effective in HR, you need to train it with domain-specific data that captures the nuances of HR conversations, to offset any gaps or weaknesses in commercial models. Data quality matters more than quantity, especially in HR, where the conversations are complex and sensitive.
I’d also stress the importance of ethical considerations. HR is about people’s lives and careers, so any AI you deploy has to be built with responsibility in mind. AI should be used to enhance human decision-making, not replace it. So, keep the human element at the core of your product and consider how your technology will impact people at every stage. Leveraging AI responsibly is key to long-term success and trust in the HR industry.
Rich‘s career has been shaped by a forward-thinking approach to enterprise software and HR technology. At HireLogic, that experience is combined with AI-driven tools to address core challenges in hiring, compliance, and candidate engagement. The team’s commitment to creating accessible, bias-free hiring processes is helping set new standards for responsible AI use in HR, pushing the industry toward more efficient and equitable practices.
If you’re interested in sharing your story and becoming part of our HR Connect series, please reach out to us at info@focusimagepro.com.


Dilara Cossette
Founder
Dilara Cossette is the founder of Focus Image Pro, a boutique demand generation agency specializing in helping HR tech companies accelerate growth. With extensive experience in the industry, she partners with marketing leaders to craft strategies that drive demand, boost pipeline, and elevate brand presence. Dilara is passionate about fostering meaningful connections and sharing insights from HR tech innovators through the HR Connect interview series.