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As companies address employee demand for more flexible work arrangements, they will need to adapt their hiring processes to protect data privacy, accelerate hiring time, and expand the candidate pool. In addition, employers will need to continue to stay apprised of new and developing hiring laws to ensure compliance and reduce the risk of monetary and reputational harm resulting from lawsuits.

Market forces have increased the need for background screening because of tailwinds in the economy, but it’s coming into conflict with heightened scrutiny concerning privacy protection. At the very time when background screening is needed, governments are making it harder to get access to information about people.

In 2006, during the earliest days of the big data era, Inflection was founded to address three emerging trends: the increasing prevalence of people searching for people online, the emergence of online records, and the privacy implications of the easy availability of personal information.I explore this topic with Max Wesman.

Max joined Inflection in 2012 to lead the planning and launch of GoodHire. He now oversees all of Inflection’s product strategy, roadmap, development, pricing, and growth initiatives.

Before joining the team, Max managed and launched B2B software products for HP and Microsoft. He received an MBA from UC Berkeley Haas School of Business and undergraduate degrees from the Wharton School and the College of Arts and Sciences at the University of Pennsylvania.

His passions outside of work include international travel, golf, pickleball, cooking, home brewing, and escape room games.

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