Boulo is a go-to recruiting expert for working mothers and employers who embrace flexibility for mutual benefit. Pulse 2.0 interviewed Boulo Solutions founder and CEO Delphine Carter to learn more.
Delphine Carter’s Background
Before founding Boulo, Carter created highly effective teams at growing companies. But she struggled to find quality candidates. Carter said:
“The resumes blended together with graduates from the same programs, with the same experience, and no diversity. I saw the potential of an untapped talent pool: the “carpool geniuses” I knew from my role as a mom who were trying to return to work, but their resumes were not surfacing on any of the platforms. These driven, educated women with a proven work history were the inspiration for Boulo.”
Formation Of Boulo
How did the idea for the company come together? Carter shared:
“Boulo was created as a solution. It addresses the reality that many women are forced out—and kept out—of the workforce by a lack of flexibility, quality childcare, gaps in resumes, career advancement opportunities, and missing professional networks.”
“Their role as caregivers doesn’t diminish their professional aspirations but does hamper their opportunities, while non-linear career paths keep them “hidden” on traditional job boards.”
“With Boulo, these women are seen for their capabilities and proven skills by employers who need quality hires and embrace flexibility as the way to get them.”
Favorite Memory
What has been your favorite memory working for the company so far? Carter reflected:
“My personal favorite success story is that of a woman who was returning to the workforce. She was hoping to work for a few hours each week when she took the job in marketing. Three years later, she has helped the company pivot into the virtual space and is now the CEO of their new product line. That’s the Boulo effect.”
Core Products
What are the company’s core products and features? Carter explained:
“We work with forward-thinking employers who attract top talent using location, schedule, and culture as recruiting assets. We help showcase the company’s brand story, targeting women and attracting exactly the candidates needed. On the flip side, we help candidates match with employment opportunities, using our 360° profile to elevate their accomplishments, showcase skills and lived experience, and reduce bias.”
“Boulo empowers companies to amplify their brand and connect with top-tier, diverse talent. Our subscription packages make sure we win only when our clients do. We offer a range of hiring subscription options tailored to different stages of the hiring process, including:
— Seed Package: Ideal for those in the early stages of hiring looking to build a strong candidate pipeline.
— Grow Package: Designed for hiring managers who are ready to hire and want to streamline the process effectively.
— Scale Package: Perfect for those seeking a hands-off hiring experience. Boulo experts handle everything.”
Challenges Faced
Has Carter faced any specific bottlenecks in her sector of work recently? She acknowledged:
“The tech sector was hit very hard this year with some right sizing in the workforce and tougher access to funding. Because we have a large number of tech clients, we have had to think creatively about helping them hire without adding too much overhead. Our online platform and accelerated hiring process are a good fit because they can find full-time, part-time and contract candidates at a reasonable cost.”
“The other thing we’re noticing is an increase in people aged 50 and over in the workforce who have been laid off. It’s critical that we help our clients understand the opportunity of hiring an experienced, seasoned professional for a second career or pivot instead of writing them off as overqualified.”
Evolution Of Boulo’s Technology
How has Boulo’s technology evolved since launching? Carter noted:
“We recently released two new subscription models and are consistently improving how our candidates are presented and how our companies can find them. We see the use of AI tools in the recruiting and hiring process as an evolution that can enhance efficiency—but only if used with human oversight for decision-making. We’re tech-driven, but ultimately, our work is about human connections.”
Significant Milestones
What have been some of Boulo’s most significant milestones? Carter cited:
“Hitting $2.5 million in revenue was a big one for us. It was significant because it showcased our solid customer base and proved the value of moms in the workforce. Employers were quick to recognize the carpool geniuses and embrace what they had to offer a company.”
Customer Success Stories
After asking Carter about customer success stories, she replied:
“A franchise law firm came to Boulo needing an experienced administrator—fast. With their peak season starting, the firm needed strong skills and a fast response. We were able to help the client screen, interview and hire in five days! Their new administrator made an immediate impact with her great attitude, strong work ethic, and out-of-the-box problem solving skills and was fully up to speed in a month’s time.”
“Another client, a manufacturing company, had struck out with finding a channel marketing professional on their own after spending lots of time screening applicants. We gave them six talent profiles vetted for the specific nuances of the job. They interviewed three and hired their top choice – who helped drive business growth with marketing automation.”
Funding Information
After asking Carter about funding information, she revealed:
“At a time when the broader tech industry is right-sizing and laying people off, we’ve made a successful start as a technology-based solution and raised $1.5 million in institutional funding, which showed confidence in our strategy.”
Total Addressable market
What total addressable market (TAM) size is Boulo pursuing? Carter assessed:
“Filling just professional jobs with over $55,000 in salary at small to medium-sized businesses is a $940 billion opportunity. Upskilling working women is a $1.4 billion opportunity.”
Differentiation From The Competition
What differentiates the company from its competition? Carter affirmed:
“Companies want talent and we’re showing them a way to get the people they need with their culture and flexible work policies that benefit all. Using technology to get a faster-time-to-fill saves money and presenting a 360° view of candidates, helps employers discover hidden talent, working mothers and caregivers. Boulo has achieved a 96% success rate, distinguishing our approach from job boards.”
Future Company Goals
What are some of the company’s future company goals? Carter pointed out:
“We’re dogmatic about having a 1% impact on the number of women in the workforce by 2030. The future for Boulo is expanding into new markets so we can get more women access to flexible jobs that help them stay in and return to the workforce, which helps the overall economy. And, launching our upskilling platform targeted towards women’s needs in advancing in their careers.”
Additional Thoughts
Any other topics you to discuss? Carter concluded:
“It’s encouraging to see the number of strong solutions being built outside of the California tech ecosystems. I like to see wins coming from smaller, unrecognized markets. Look at Kansas City… Tampa… and Birmingham. I think many in the industry would be surprised to learn about the support and peer mentoring happening in these smaller markets.”
