Suited was founded by a team of data-obsessed investment bankers who believe that advances in artificial intelligence can enable a greater understanding of human potential at work.
The challenge
The investment banking industry, as well as other areas of financial and professional services, faces two major limitations early in the hiring process, causing challenges and inefficiencies in finding the right talent:
Limited time & budget
Time and money constraints force employers to focus their efforts on a limited set of the overall talent landscape, only considering candidates from “target” schools or the “right” background, effectively excluding high-potential talent and artificially limiting the candidate pool.
Limited information
When deciding which individuals to interview, the only source of information on a candidate is their resume. Resumes provide no insight into how an individual will perform, how engaged they will be with their work, or who they are as a person.
The combination of these two challenges results in a cascading set of negative impacts that included manual processes, biased screening short-cuts, chaotic time-tables, wasted dollars, a lack of diversity, higher turnover, and bad hiring decisions.
Our goal became to create an assessment-driven ecosystem that does two things: empowers hiring teams to expand the way they consider a person's candidacy and to simultaneously provide candidates with an easy way to demonstrate their raw potential to multiple employers at once.
Thanks to an amazing team of data scientists and engineers, dedicated advisors, our network of forward-thinking partners, and the power of predictive technology, we’ve developed a product that helps the most promising candidates be discovered by firms who will welcome, develop, and drive them.
Meet the co-founder & CEO
Matt Spencer is the Co-founder and CEO of Suited. Prior to founding Suited, he served as the Chief Human Capital Officer for Houlihan Lokey overseeing the firm's talent management strategies globally, which came after spending eight years as an investment banker with the firm.
Through these roles, Matt gained a deep understanding of the challenges around the acquisition and retention of talent. His vision is to leverage technology in industry-relevant ways to solve these challenges and create the preferred experience for employers and candidates alike.
James
Cole Jr.
Founder, Chairman, and CEO of the Jasco Group, LLC, a hedge fund based in New York City. From 2016-2017, James served as the US Delegated Deputy Secretary of Education and General Counsel under President Obama.
He served on the board of directors of the NAACP Legal Defense and Educational Fund for 7 years. From 1996-2011, James worked at the law firm of Wachtell, Lipton, Rosen & Katz in New York City, where, in 2004, he became a partner. He is a graduate of the University of Chicago Law School.
Angela
Vallot
Angela is the Co-founder and Partner of VallotKarp Consulting, which helps organizations enhance their competitive advantage through diversity and inclusion. She has served on the board of directors of the NAACP Legal Defense and Educational Fund since 2011.
Angela was a lawyer for 17 years at Jones Day and Arent Fox, after which she was recruited to become the first Chief Diversity Officer of Texaco, and later the Global Chief Diversity Officer of Colgate Palmolive in 2001. She is a graduate of Georgetown University Law School.
Cameron
Shelton, PH.D
Cameron is an Associate Professor of Political Economy at Claremont McKenna College’s Robert Day School of Economics and Finance.
He received his Ph.D from the Stanford Graduate School of Business in 2005, and his research focuses on empirical political economy and macroeconomics.
our founding Beliefs
Learn more about what beliefs helped us found Suited.
Equity
We believe that professional opportunities should be open to the most promising and deserving candidates. Period.
Diversity
We believe companies are at their best when the diversity of thought that inherently comes with diversity of background and representation is prevalent.
Identity
We believe that no one attribute defines a candidate’s potential. Understanding a candidate’s identity early in the recruiting process is key to making the best hires.
Efficiency
We believe that artificial intelligence, technology and network effects can bring efficiency to a highly inefficient marketplace.
Longevity
We believe hiring employees who perform at a high level over a long period of time is optimal for both the employee and the company.
Jobs
We work in LA, New York, and Austin.