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Interview with Javier Cañizares: The vision of the CEOs

Lhe International Organization of Human Capital Directors (DCH) conducted an interview with Javier Cañizares, founder and CEO of Hirint, in his series of dialogues "The vision of CEOs". 

DCH periodically convenes the main leaders of the human resources sector to find out their opinion on the current situation and the future of the functions of human capital in organizations.

Table of Contents

Who is Javier Canizares?

We interview Javier Cañizares, founder and CEO of Hirint, a technology platform for intelligent selection and evaluation. He is passionate about the Human Capital ecosystem and international business development, he has more than 7 years of experience developing international businesses in Spain, Norway, Poland and France.

He began his professional career abroad, specifically in Poland, opening the Spanish market for a textile company, then he joined the human capital sector working in a management profile selection consultancy where he discovered his passion for the sector.

In 2016 he joined a software company where he was fascinated by the scalability of SAAS business models. In 2018, he joined another business initiative for the development in Spain of a Clinic business originally from Singapore.

And finally, in 2020, he decides to launch Hirint with the vision of helping companies discover true talent. In addition, he currently leads the HR Tech HUB initiative within DCH, a project that seeks to bring startups, corporations, and investors closer together. 

For all these reasons, Juan Carlos Pérez Espinosa, Global President of DCH, interviewed our Founder. In this post, we summarize the talk they had in this new chapter of "The CEO's Vision".

From your experience, how do you think Human Capital departments can benefit from the current situation we are experiencing worldwide. – a question from the interview with Javier Cañizares

Javier Cañizares affirms that we live in complex but fascinating times, with this situation and since the outbreak of the pandemic, one thing has become clear, and that is that the most important thing in companies is people and it does not matter if you have a company of 10 or 1,000 workers, if your team is a great team it will make the company brilliant. 

He believes that the pandemic has shown the importance of people and this has caused a change in the mindset for the managers of the human resources departments, achieving the digitization of the sector.

“We have had to live through very complicated times as we are so used to being in person and all working in the same office. At the time of the arrival of the pandemic, having to take a 180º turn and start working from home without the necessary tools, has made companies have to implement new tools with which they had never worked before”

For him, the sector has become much more important, since after the pandemic the Human Resources department became a key piece and in fact many sources say that it is becoming the true transformation department, we talk a lot about digital transformation but, there is no transformation without people and this change must start from the human capital department and it has already started. 

What are the main challenges facing Human Resources departments?

For Javier, the challenges are very diverse, above all, they depend on the sector in which each director of selection and attraction of talent finds himself, there are sectors such as the technology sector, where the main challenge is attract candidates with the necessary skills and technical knowledge, then there are other sectors such as the contact center, restaurants, manufacturing, where they do have an easier time attracting candidates, but their main challenge is the bottleneck very large in the process itself that prevents them from recruiting easily and efficiently.

He affirms that another challenge for this type of industry is reduce unwanted rotation of employee, also, there is a great challenge in the companies that hire in a massive way and it is the candidate experience, We know the difficulty of contacting employee by employee, but automating the processes helps improve the candidate's feelings. 

Lastly, Javier tells us that one of the challenges that has arisen in recent years is to be able to increase the diversity of the workforce, to have bias-free processes, which will help the company to have a more diverse and open environment.

In your opinion, how will the selection processes evolve with the implementation of new technologies? – a question from the interview with Javier Cañizares

For Javier, technology is here to help us make work easier in different areas, not only in selection, but also, in different areas of our day to day, technology is here to help us be more efficient in the case of selection. It is clearly empowering recruiting departments to make the best decisions.

He affirms that technology will help us to automate tasks more and more, to know more about the candidates so that with all this information recruiters can make more accurate decisions backed by data. For Javier, technology is helping to remove the most tedious part of the recruitment process, so that later the recruiter can spend more time on that most human part of the selection, "In this way we will have a positive impact on the candidates" Xavier says. 

Why do you decide to undertake?

For Javier, launching his venture was an accumulation of professional and personal experiences. In 2015 he began working in a Headhunter in which he fell in love with the world of selection, dealing with the candidate and the client. However, there he realized that there are certain inefficiencies in the recruitment sector. 

Javier says that at that time he did not decide to start a business, but he started working in a software company and that is when he realized his passion for this world and understood that he could unite the two things, something related to recruitment and the software to create something that helps companies find the best talent. 

But he says that it is not until he meets the world of the national team again when he decides to launch Hirint, "I was not giving the necessary importance to people like the ones they have, at that time, I was very concerned about understanding the finances of the company and that they were adequate, that led me to make different decisions where we did not get the profiles right"

“In the end business is people, which is what I said at the beginning, the most important thing in business is people and without the right people the business will not come to fruition. With these three great ideas or experiences in my head, I start thinking about how, in the world of human capital, I could use software to help companies carry out their selection processes in a more efficient and objective way, improving the customer experience. candidate and this is the premise, the three experiences that make me launch Hirint”

With such dynamic environments in which we live, how do you think your company will evolve in the coming years? – a question from the interview with Javier Cañizares

In the coming years, Javier expects Hirint to consolidate itself in the Spanish market with large agreements that they currently have, and throughout this and next year to be able to open a gap in the Latin American market, also with different clients with whom they already have conversations.

He states that “This product is made to generate a change of mindset in organizations and that more and more they can give importance to soft skills in the selection process, that is why our own business model has changed the way of doing things, so that it is very easy to implement it, that is our objective in this evolution and that it can be expanded to different parts of the world”

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