From Paper CVs to Skill Reels: A New Talent Paradigm

Q: How has Mancii evolved from connecting opportunities to redefining the relationship between young talent and institutions? 

A: The most significant evolution at Mancii has been centering our entire approach on the young individual. Instead of designing around companies or academic institutions, we focus on Gen Z, on their needs, motivations, and consumption patterns. Through our vocational orientation system deployed in hundreds of Colombian high schools, we continuously collect data on students’ aspirations and challenges. This data shapes our product development, reflecting the authentic voice of youth rather than assumptions. 

We have learned that this generation prioritizes purpose and value alignment over traditional metrics like job titles or compensation. They seek meaningful engagement and representation, which drives how we design Mancii’s solutions.

Q: What makes Mancii the ideal platform for candidates and educational institutions? How does Mancii support employer branding strategies?

A: Mancii leverages the power of authentic peer-to-peer storytelling through “knowledge and experience creators,” real individuals sharing genuine content about academic and professional life, not traditional influencers. This approach resonates strongly with Gen Z, who trust people over institutions. By enabling students and employees to generate content, we shift focus from institutional branding to personal narratives, enhancing engagement and trust. This model aligns perfectly with the future of employer branding, where employees become brand ambassadors, humanizing organizations and attracting talent that truly shares their purpose and values. This is particularly impactful in education and early-career recruitment.

Q: How does Mancii’s skill validation approach address the disconnect between the talent companies want and how educational institutions prepare students?

A: There is a growing mismatch between traditional educational outputs and evolving market demands. Many companies seek employees who can perform specific tasks immediately, rather than just hold credentials. Traditional education often falls short here. Mancii bridges this gap with “skill reels,” a video-based tool where candidates demonstrate competencies in context, such as a mock sales call or project explanation. This shifts focus from pedigree to proven ability, leveling the playing field for underrepresented candidates.

Q: What does Mancii democratize access to opportunities? 

A: We take two approaches to democratization. First, we provide free professional orientation in high schools, funded by aligned organizations. Second, we work to break biases linked to institutional prestige by emphasizing demonstrated skills over traditional credentials.

Our Turbo Test, a brief psychometric tool, gathers data on personality, learning styles, intelligences, and socioeconomic context, forming the basis for personalized academic and career guidance. We are also advancing AI capabilities to analyze behavioral cues in skill reels, such as confidence and emotional expression, further enriching candidate profiles. This data-driven personalization empowers youth from diverse backgrounds, broadening access to meaningful opportunities.

Q: What benefits does AI bring to your operations, and how do you manage ethical concerns and bias in AI systems?

A: AI primarily accelerates candidate profiling and recruitment processes by automating tasks like contact verification and shortlisting, reducing recruiter workload dramatically. Despite this automation, final hiring decisions remain human-centered, as technology is designed to augment, not replace, human judgment. 

Regarding ethics, we maintain strict data protection and partner only with organizations aligned to our educational and employment mission. We actively mitigate AI bias through ethical design and balanced usage, respecting both youth empowerment and institutional strategic goals.

Q: How are educational institutions and employers reacting to Gen Z’s expectations around work and learning? What unique insights has Mancii uncovered about Gen Z’s preferences?

A: Many institutions struggle to adapt to Gen Z’s demands for purpose, balance, and authenticity; some dismiss these as entitlement, which is a dangerous misreading. Mancii serves as a bridge, helping organizations evolve to remain relevant. Institutions must go beyond prestige and authentically demonstrate the quality of life and culture they offer. This shift requires not only adapting offerings but also communicating in ways that resonate emotionally.

Q: How does hyper-personalization factor into Mancii’s value for educational institutions, and how do you segment and engage your users?

A: Hyper-personalization is core to our approach. Using detailed psychographic data, we craft targeted messages that speak directly to individuals’ interests. We segment users into three groups: Dreamers (high school students exploring options), Builders (early university students seeking validation), and Achievers (professionals refining their career path). Each segment receives tailored content, enhancing engagement and successful transitions. We leverage partnerships with educational institutions and digital channels like TikTok, where Gen Z discovers and engages with content organically, converting attention into actionable opportunities through personalized outreach.

Q: Which markets offer the biggest growth opportunities for Mancii, and how do you plan to approach traditional industries?

A: While Mancii began in education, our biggest growth potential lies in B2B, focusing on young, tech-native companies by offering flexible recruitment and innovative hiring processes. We are actively expanding into traditional sectors like manufacturing and retail, recognizing that democratizing access means supporting all types of opportunities.

Our vision is to become the LinkedIn of the next generation, modernizing how companies attract talent through engaging, gamified digital experiences that build practical skills and foster real employability.

Q: What is your key advice to executives and organizations aiming to attract and retain Gen Z talent?

A: The best strategy is to become truly attractive, not just in messaging but in culture. Gen Z expects organizations to deliver on promises of wellness, flexibility, and purpose in their daily experience. Hyper-personalization is not optional but essential to connect meaningfully. Organizations that fail to adapt risk losing not only talent but relevance itself. Investing in a deep, genuine understanding of this generation is fundamental to surviving and thriving in today’s talent landscape.

Mancii is creating the next-generation LinkedIn: a platform powered by content, community, and data. It is a place where Generation Z youth discover their vocation, explore authentic content from students or professionals who are further along in their journey, and apply to educational or job opportunities through “Skill Reels.”