Using Domain Specific AI For Smarter Talent Decisions | Liv Anderman from Findem

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Stay relevant to your visitors and increase conversions by 50% by adding Pathmonk to your website in seconds by letting the AI do all the work and increase conversions while you keep doing marketing as usual. Check us out on Pathmonk.com. Hey everybody. Welcome back to today’s episode of Pathmonk Presents. Today we’re joined by Liv, she’s the VP of Marketing at Findem. Liv, welcome to the show.

Liv Anderman: Thank you. Great to be here.

Rick: Great to have you, Liv. And maybe we jump right in and start with the basics a little bit, or maybe we talk about Findem. If you were explaining what you do to a friend over coffee, let’s say, how would you describe that? How would you describe Findem?

Liv Anderman: That’s a great question. I think I’d say Findem is basically an AI platform that helps companies make smarter talent decisions. So instead of just looking at resumes and keywords, we use this much deeper set of people data to add real context. We call that 3D data.

So you are able to see not just can this person do the job, but how likely are they to succeed in this specific role, in this team, in this company? And then our AI turns those insights into outcomes across the talent lifecycle: hire-ready candidates for recruiting or data-backed research for exec search, strong internal matches for mobility.

And the result is talent teams spend less time bogged down in manual and repetitive work and more time building relationships and exercising judgment, which is what they wanna be spending time on.

Rick: Okay. That’s a powerful proposition. Now, is there any specific type of business that benefits from this? Or maybe does it vary? Are there any industries where you feel Findem really shines?

Liv Anderman: Yeah, I mean it’s really any company hiring or making decisions about corporate roles, but we do really well with mid to large sized tech companies, financial services, business services companies, and the like, because they’re often experiencing growth and they feel the pain of too many tools and manual workflows when it comes to talent and recruiting.

And they’ve also had this promise that AI is gonna deliver a lot and often hasn’t delivered meaningful outcomes for them. In terms of the problems we solve: if a company’s trying to build a robust AI strategy for talent, reduce spend and dependency on a ton of top-of-funnel recruiting tools, if they’ve got specialized hiring needs and are struggling to build talent pipelines, or if they overall just want more ROI from AI, we’re a pretty good solution to evaluate.

A couple other call-outs: we help VC and PE firms activate talent across their networks for their portfolio companies, and larger exec search firms going through AI transformation. So across the gamut, really.

Rick: Okay. Okay. So that’s interesting. Now, within these companies, how do people discover you and are there any channels that have become your go-to for bringing in more of those customers?

Liv Anderman: Yeah, I was thinking about this. I think people find us in a few really consistent ways. One big one is credibility upfront—analyst recognition, industry awards tend to put Findem on the short list early when teams are doing their research.

Another huge one is referrals. HR and talent leaders talk to each other a lot. It’s a very relationship-driven space. Once someone replaces a couple of tools with Findem and sees real value, they tend to recommend us. So word of mouth is really important.

We also get strong inbound from teams actively searching for practical AI in recruiting or exec search—things like multi-channel sourcing, ATS rediscovery, or even just AI and talent done in a trustworthy way. We’re seeing a lot of uptick in AI surfacing Findem for those types of searches.

Events and webinars are another place we show up, because that’s where talent leaders and HR leaders compare notes and get insight into the market. Partnerships and integrations help too, especially when people want more value out of their existing stack, like the ATS.

Overall it’s a mix of third-party validation, word of mouth, and organic discovery from teams looking for better data and real outcomes with AI for talent.

Rick: Of course. And I love what I hear, especially when people still like to shake hands, right? From events to partnerships to webinars. Where does the website sit in all of this, in your overall strategy? How much of a role does it play in pulling in new business?

Liv Anderman: It plays a pretty central role because it’s really the front door to Findem. For a lot of talent leaders, it’s their first stop to understand who we are, how our AI works, how our 3D data works, and why that leads to better talent decisions.

So it’s not just a brochure, it’s doing real discovery work, education, and validation in one place. A big part is sharing our point of view that talent decisions need domain-specific AI, and AI is only as good as the data it’s built on.

We’re trying to help buyers see why generic AI tools and public data aren’t enough, and what happens when you use the right kind of expert-labeled people data instead. So across the journey, it helps frame that story, build credibility with proof, and ideally convert high-intent buyers already looking for something like this.

Rick: Okay. That makes sense. Liv, I wanna switch gears for a second and talk about you as a leader. If you could give us a glimpse into what a day in the life looks like for you, what are the main things you focus on at a growing company like Findem?

Liv Anderman: I’d say it’s three main buckets. First is strategy and positioning. We’re having a lot of discussions right now making sure we’re really clear on who we are, what we solve, how we tell that story in a way that stands out, and doing brand-related work around that. There’s a lot of internal market and customer feedback involved, and it’s always good to keep a pulse on how we’re tracking.

Second bucket is pipeline and growth—understanding what’s working across demand gen, content, events, partnerships, launches. We just did a recent launch, for example, and shifting resources to what’s actually driving traction.

Third is enabling the team—removing blockers, setting priorities, and making sure they have the context and support they need to do their best work.

Rick: It sounds simple on paper, but I’m sure there are a lot of moving parts. I’m curious: with the flood of content out there, how do you stay focused and keep learning even in your position? Any routines, people, or places you go to for inspiration?

Liv Anderman: The biggest source for me is a network of people I trust—other marketing and go-to-market leaders who are in the trenches. A 20-minute conversation with someone you respect who has deep knowledge about a particular area is worth a hundred blog posts.

There are also some great communities for marketing best practices. Sixsense has a marketing community that’s full of practical examples and you can start to see patterns across companies.

And specific to our space, I round that out with steady customer and market listening. I conduct a lot of expert interviews with talent leaders, HR leaders, and C-suite folks. It’s a good way to understand what marketing is breaking through and what shapes their decision-making, which impacts our strategy. It takes time, but it’s really valuable.

Rick: Of course. Now we’re going into the back half of the episode—we have a rapid fire segment. Are you ready for it?

Liv Anderman: Let’s do it.

Rick: All right. When it comes to content, do you prefer watching, reading, or listening?

Liv Anderman: I prefer listening.

Rick: What’s the latest piece of content that you listened to—podcast, audiobook, anything—and were there any gems that stuck with you?

Liv Anderman: One of my team recommended a podcast by a16z. It was about positioning and market launches. I can’t remember the marketing leader speaking on it, but she had great insights about listening to the market and testing what you’re saying with the people who are going to hear it, and really indexing on that feedback.

Rick: If you had a magic wand and could fix one frustrating thing in your marketing life with tech, what would you pick?

Liv Anderman: Immediate reliable market feedback on messaging, positioning, landing pages. Do people get it? Do they believe it? What resonates? What confuses them? What would they say back in their own words? It can take a lot of cycles to coordinate, and I’d love to push a button and get results.

Rick: That would be a goldmine. What’s one repetitive task you’d love to put on autopilot forever?

Liv Anderman: Scheduling internal meetings—mostly around review cycles. I’m sure there are better ways to do this with AI, but it’s still a pain point.

Rick: If you could go back and give your past self a quick pep talk at the start of your marketing journey, what advice would you give?

Liv Anderman: Look at the data. So often we go with our gut or get influenced by others, but usually the data tells a story worth listening to. Whether it’s what’s converting, what messaging resonates, what’s driving engagement or click-through rates—getting deep into data and trends helps inform decisions. It makes you more confident in those decisions and sharing them with leadership and your team.

Rick: Don’t shy away from the data. Love that. Liv, thank you so much for being on the show. To wrap up, I want to give you the last word. If someone forgets everything, what’s the one thing they should remember about the work you guys are doing?

Liv Anderman: That we’re pushing the boundaries of what can be done with the right data, combined with AI that’s specific to a particular space. There’s so much upside if technology truly understands the workflows and outcomes teams are trying to achieve. So check out Findem and see what we’re doing—we’d love your feedback.

Rick: Sounds good. And if people want to do that, where can they find you?

Liv Anderman: We’re everywhere. You can find us at Findem AI and request a demo. We’re on LinkedIn. We’re hopefully in lots of places that will show up around talent and HR decisions.

Rick: Amazing. Liv, thank you again for your insights. It was a really interesting conversation. I wish you a wonderful day and hope to see you again soon, maybe in the new year.

Liv Anderman: For sure. Thanks for having me.

Rick: Of course. Alright. Bye everyone.

Liv Anderman: Bye.