We’re excited to improve the interview experience and simplify the hiring process through better conversations and unbiased interview data.
Honeit interview technology makes it easy to capture, search and share interview intelligence for quick collaboration and better team decisions.
The Honeit interview platform streamlines four critical steps in the hiring process – attracting, scheduling, screening and assessing candidates.
Honeit was designed by recruiters to play nice with any ATS or CRM through light-weight scheduling links, share links and API integrations.
Meet the Founders
Co-Founder & CEO
As the Head of Recruiting at TubeMogul (now Adobe), Nick’s team scaled the company from 60 to 360 employees through a successful IPO ($TUBE) in only 26 months.
During the same two years, Nick received his MBA from UC Berkeley, started a family (three daughters) and co-founded Honeit Software.
In New York City, Nick was the Director of Talent Acquisition at MTV Networks (Viacom) responsible for global digital media, interactive technology and product management recruitment. He also managed recruitment technology and employment branding.
Nick worked at two HR Tech companies (Taleo, NextSource) and started his career as a technical recruiter in NYC.
MBA, UC Berkeley Haas School of Business
BS, Applied Mathematics
Co-Founder & CTO
James has been developing software for over 20 years. His passion for using technology to create scoring systems was ignited by his work for many years at the credit scoring giant FICO. As a member of the myFico.com team he was responsible for developing much of the site’s backend. James was also a member of FICO’s ScoreNet team, where he managed the normalization process of many of FICO’s independent systems in order to meet PCI compliance standards.
Before FICO, James was part of the engineering team that created peets.com and the popular “how-to” site eHow.com.
In his spare time, James enjoys coaching lacrosse and was a coach for the Sonoma State men’s team from 2002-2010, in which time he led the team to a national championship and several division championships.
Co-Founder & Software Architect
Kim is a software architect with over 15 years experience as a private consultant and staff engineer at Sonoma State University. He has developed and designed university wide applications including a widely used content management system. Prior to that, he has had startup experience working with a neural networking firm developing APIs as well as interned at FICO.
Kim has created, in spare time, an interactive and multimedia based webapp to aid and instruct teachers on how to handle students with learning disabilities such as Dyslexia and ADD.
His hobbies include traveling and playing basketball. He also volunteers for activities to expand cultural experiences amoung his community.
Advisory Board Members
Before joining Area 1 in 2020, Patrick Sweeney served as CEO of Talari Networks, where he reinvigorated the company’s market leadership and completed the successful sale of the company to Oracle, Inc. Before Talari/Oracle, from 2001-2017, Patrick played key executive management roles in taking SonicWall private under Thoma Bravo; the acquisition of SonicWall by Dell Inc., and the divestiture of SonicWall to Francisco Partners. While at Dell Inc., Patrick served as vice president for the Dell Security Group and Dell Software Group.
Patrick also brings extensive high-tech industry experience in corporate marketing, product management and product marketing. He holds a BA from Tulane University and an MBA from Santa Clara University.
Mr. Brockett is the current President of StorageCraft and was previously the CEO of Exablox Corporation, before the acquisition by StorageCraft. Douglas was Vice President and General Manager of SonicWALL, where he was responsible for the company’s products, strategy, corporate development, support and cloud operations. Douglas received his bachelor’s and master’s degrees from Harvard University.
Carin Stein oversees Talent Acquisition for Viacom Media Networks (MTV Networks, Nickelodeon, Comedy Central, Paramount Pictures) the largest ad-supported cable network in the world. Mrs. Stein is an accomplished HR Executive with expertise in Talent Acquisition, Compensation, Talent Management, Leadership Development, Employee Relations, and Diversity and Inclusion. She has built and led recruiting teams of 40 and began her career as an executive recruiter for Mitchell Martin in NYC.
Rich Klein is a talented entrepreneur, digital technology recruiter, and enterprise sales person. Prior to joining LinkedIn, Rich served as Executive Vice President of Jobplex, a DHR International Company and as Co-Founder and President at Breakthrough Search Partners, building sales and operations teams for online technology companies nationwide. Rich holds a Bachelors of Science degree in Health Promotion from Bowling Green State University. He resides in Geneva, IL with his wife and three children.
Mr. Slippy is Human Resource Executive with 20+ years of experience operating primarily in Technology (Internet, Enterprise, Mobile), with early stage or start up companies – all high growth. Mark has a proven record of accomplishment for developing & executing HR programs that drive business results, improve employee engagement & retention, create a culture of fairness/integrity and provide a platform for high performance. Most recently, Mark was the VP of Human Resources at TubeMogul ($TUBE, AdTech) and Monitise (mobile banking). Mark is an expert builder of all facets of Human Resource capabilities – Talent Acquisition and Management, Organization Development, Culture, and HR Management.
Mr. Riemer started his career as an Assistant Account Executive at JWT New York and eventually became President of JWT West. In 1998, he left advertising and brought his strategic and marketing leadership to two Internet start-ups – Quokka Sports and the FeedRoom. He later joined Yahoo! in 2002 as VP marketing. In various roles at Yahoo!, David led business-to-business and consumer marketing efforts across virtually all of Yahoo!’s products serving 500 million users globally. David sits on the Board of the American Conservatory Theater (San Francisco) and the Destiny Arts Center (Oakland). David earned his undergraduate degree from Brown University, and an MBA from Columbia University.
Don A. Moore is a professor of Management of Organizations at the UC Berkeley, Haas School of Business. He studies human overconfidence, including when people think they are better than they actually are, when people think they are better than others, and when people are too sure they know the truth. Understanding the psychological origins of overconfidence sheds light on its implications for human decisions, as well as for organizations and markets.
Dr. Moore’s research has appeared in popular press outlets and academic journals, including the New Yorker, Business Week, USA Today, the Wall Street Journal, National Public Radio, the Journal of Personality and Social Psychology, Experimental Economics,and Psychological Review.
Moore is the author or editor of three books, and he teaches popular classes on managing organizations, negotiation, and decision making. He received his Ph.D. from Northwestern University and his B.A. from Carleton College. He is only occasionally overconfident.
Here are a few posts from our blog.
Video interviewing scaled rapidly. Video was already a focus of some platforms, and then coronavirus escalated it. But what about bias in video interviews?
Conversation intelligence already helps sales orgs grow revenue faster. Honeit turns recruiting and hiring conversations into interview intelligence.
People are seemingly busier than ever, and that can make corralling all necessary stakeholders hard within healthcare recruitment.
Healthcare recruiting is complex. How can healthcare recruiters assess bedside manner and in-depth medical knowledge during a phone interview?
The Background: Stephen Owens is the VP of Talent Acquisition and Planning at a multi-million dollar, insurance company. As with any Talent Acquisition leader, Stephen was looking to manage costs and create awesome long-term relationships between his people and...
If we’re truly so “data-driven” these days, and companies are built by the work of individuals, and recruiting is the process by which talented individuals arrive in companies … shouldn’t interviews, which are the cornerstone of recruiting, be a form of “data” too?