The Story of HyperSpectral: Building the Future of High-Volume Hiring

The Story of HyperSpectral: Building the Future of High-Volume Hiring

In a recent episode of Category Visionaries, Matt Theurer, CEO and Co-founder of HyperSpectral, shared the unlikely origin story of a company that’s now processed over 4 million candidate interviews. But HyperSpectral’s path from struggling staffing agency to venture-backed software company wasn’t part of any master plan—it was born from desperation.

When Nothing Works, Everything Becomes an Experiment

Matt wasn’t trying to build a software company. He was running a staffing agency and facing a problem that was killing his business: candidates wouldn’t get on the phone. “We were having a hard time getting candidates on the phone,” Matt recalls. “We would send out a Calendly link. Nobody would book a time.”

The team tried everything. Cold calls, text messages, perfectly timed emails—nothing moved the needle. For a staffing business dependent on phone screening candidates before presenting them to clients, this was an existential problem. One out of ten candidates would actually schedule and show up for a call. The math simply didn’t work.

Then Matt’s co-founder had an idea that seemed almost too simple: what if they stopped trying to get candidates on scheduled calls altogether? Instead, they’d record their screening questions and let candidates respond whenever they wanted via phone. “We had like an 85% response rate,” Matt says. “So instead of getting one out of ten people on a scheduled call, we were getting eight and a half out of ten people leaving us a message that we could then listen to.”

That single insight—that asynchronous communication could dramatically increase response rates—became the foundation of HyperSpectral. But the path from staffing agency hack to venture-backed software company took several more turns.

The Pivot Nobody Planned

For the first year, HyperSpectral barely existed as a product. The team had no login system, no automated workflows, no fancy dashboard. They manually sent text messages with links to interview questions, forwarded candidate responses to clients, and managed everything by hand. “We didn’t have a login. We didn’t have a product that logged you in for a year,” Matt explains.

This wasn’t just bootstrapping on a shoestring budget. It was a deliberate decision to validate the problem before building the solution. “We kept it super manual for a really long time because we wanted to make sure that there was a real problem,” Matt says. They needed to know that other companies faced the same challenge they’d experienced in their staffing business.

The validation came quickly. Other staffing agencies wanted what Matt’s team had built. But then something unexpected happened. Companies that weren’t staffing agencies started asking about the tool. Sales teams hiring dozens of SDRs. Call centers staffing hundreds of customer service reps. Retail chains hiring for seasonal positions.

“We realized that what we had built could be really useful for a lot more than just staffing companies,” Matt recalls. The market opportunity was suddenly much larger than they’d imagined. Any company hiring at volume faced the same fundamental challenge: how do you efficiently screen large numbers of candidates without burning out your recruiting team?

Building Distribution Before Building Product

As HyperSpectral evolved from manual service to actual software product, Matt made a counterintuitive decision about go-to-market strategy. Instead of following the traditional B2B SaaS playbook—outbound sales, paid ads, SEO content—he decided to build a media company.

“We actually think of ourselves as a media company,” Matt explains. “We have a podcast, a YouTube channel, a newsletter. We’re creating content five days a week.” This wasn’t a side project or marketing experiment. It became core to how HyperSpectral builds trust and reaches customers.

The influence came from watching successful B2B content creators transform their categories. “I’ve learned so much about content in general from Chris Walker at Refine Labs,” Matt notes. The lesson was simple but powerful: instead of constantly asking prospects for something—book a demo, sign up for a trial, take a meeting—give them value first.

Matt calls this approach “trust-based marketing.” The theory is that prospects consume content, learn from it, and build familiarity with your brand long before they have an immediate need. “People might listen to one of our podcasts or read an article or see a piece of content, and then six months later they have a need,” Matt says. “They already know who we are.”

This requires patience. You’re investing in creating content that may not generate pipeline for months. But when those prospects eventually do have a need, they’re already warm. They trust you. The first sales conversation isn’t about establishing credibility—it’s about understanding their specific requirements.

The High-Touch Service Model That Doesn’t Scale

Even as HyperSpectral has grown to $3.5 million in ARR, the company still does something that seems inefficient: white-glove customer onboarding. “We still do a lot of white glove service,” Matt shares. “We’ll set up the account for them, help them write their questions, train their team.”

This flies in the face of conventional SaaS wisdom, which says you should automate everything and minimize human touchpoints to maximize margins. But Matt sees the strategic value in staying close to customers during onboarding.

High-touch service reduces churn because customers are successful faster. It provides continuous product feedback because the team sees exactly where customers struggle. And it creates advocates who refer other customers because they had an exceptional experience.

The key is being intentional about where you apply this approach. “As we move more up market and work with larger companies, they don’t need as much hand-holding,” Matt acknowledges. Enterprises have dedicated recruiting ops teams who can implement tools themselves. But for mid-market customers, the extra support creates meaningful differentiation.

The Honest Truth About Getting to $3.5M ARR

When asked what drove HyperSpectral’s growth, Matt’s answer defies the “one weird trick” narrative that dominates startup content. “It’s been a combination of things,” he says. “Some paid advertising, a lot of outbound, increasing our prices, building trust through content, getting referrals from happy customers.”

No single channel was responsible. Paid ads generated leads. Outbound sales created pipeline. Price increases improved unit economics. Content built long-term trust. Referrals came from delighted customers. All of it working together, compounding over time.

Matt’s advice to other founders reflects this reality: “Try a bunch of different things and see what works.” Some experiments will fail. Some will generate modest results. A few will work well enough to double down on. The key is maintaining enough experiments running simultaneously that you’re not dependent on any single channel.

Building the Future of High-Volume Hiring

Looking ahead, Matt sees HyperSpectral’s opportunity expanding beyond just the initial screening conversation. The company has processed over 4 million interviews, creating a unique dataset about what makes candidates successful in different roles. This data could power everything from better job matching to more accurate performance predictions.

But the immediate focus remains on solving the core problem better than anyone else: helping companies screen candidates efficiently at scale. As remote work and distributed teams become standard, the old model of scheduling phone calls with every candidate becomes increasingly untenable. HyperSpectral’s asynchronous approach isn’t just more efficient—it’s better suited to how people actually want to engage with potential employers.

The company that started as a desperate experiment in a struggling staffing agency has become the infrastructure layer for high-volume hiring. Matt’s journey from agency owner to software founder wasn’t planned, but it gave him something invaluable: deep understanding of the problem he’s solving. That understanding, combined with disciplined execution and creative distribution, is building something that matters.