Testing for More Than Just Talent
At Simplify, the hiring process goes far beyond reviewing résumés and degrees. Founder and CEO Yen Pei Tay believes that true potential lies in a candidate’s resilience and curiosity, not just technical knowledge.
“We have a hiring process where we require our candidates to take two tests,” he explains. “The first is a grit test, which measures how far or how strong they can stand under pressure. The second is a cognitive IQ test using the Mensa scale to gauge analytical ability.”
But, as Tay emphasizes, these results are only one piece of the puzzle. “Your academic performance and work experience matter—but we look deeper. We want to know how you think, how you learn, and how you adapt.”
Redefining Cultural Fit Through AI
Simplify’s hiring culture evolves constantly to stay aligned with the company’s pace of innovation. “We review our hiring process almost every six months,” says Yen Pei. “And thanks to AI, we’ve started letting AI handle our pre-screening.”
Beyond the initial filters, the company looks for candidates who can use AI as a creative partner, not just talk about it. “We ask designers, for example, to show us how they’ve used AI tools beyond ChatGPT to improve their work. We want to see it—not just hear about it.”
For Yen Pei, hands-on experience and experimentation matter more than what’s written on paper. “Exposure and experience count,” he notes. “That’s where real innovation happens.”
Simplify’s hiring process reflects the company’s belief that talent isn’t just about credentials — it’s about character.
The Skills Simplify Is Seeking
As Simplify continues to expand its Smarter WiFi technology, the company is on the lookout for talent across several key areas.
“We’re actively looking for people who are well-versed in computer networking, especially those with telecom backgrounds,” Yen Pei says. “Computer science, software engineering, and digital marketing are also crucial areas for us.”
And just as important as the tech-savvy roles are those that focus on people. “We’re also strengthening our customer success team,” he adds. “Because at the end of the day, happy customers are our best growth strategy.”
Hiring Is a Partnership, Not a Transaction
When asked how startups can attract top talent — especially fresh graduates — Yen Pei leans back and smiles knowingly. “Hiring is like a marriage,” he says.
“It’s not about what you want as a company alone. You have to understand what job seekers are looking for too — their motivations, their expectations, their growth goals. That’s how you find the right match.”
He believes that younger generations approach work differently, and startups must evolve accordingly. “Every generation has different priorities. Some value flexibility, others value learning or purpose. We try to listen and adjust our job profiles to align with market demand.”
While Simplify is constantly on the lookout for exceptional talent, Yen Pei believes attitude outweighs pedigree.
“I think that’s one of the good criteria we look for,” he says. “Skilled professionals who are willing to learn and be exposed to new things. We can reskill and even upskill people from time to time — there’s really no limit when it comes to learning.”
It’s a philosophy that opens doors for seasoned professionals looking to evolve alongside technology, as well as young engineers eager to grow in a real-world startup environment.
Founders Don’t Have to Do It Alone
As an engineer-turned-founder, Yen Pei knows firsthand how hard it can be to balance technical depth with business demands.
“I found out that engineers love to hang out with engineers,” he laughs. “So it’s important to have someone complementary to your own skills. If you can’t pitch, find someone who can pitch for you. You don’t have to do everything by yourself.”
He believes this is one of the biggest misconceptions among technical founders — the idea that leadership means carrying every responsibility alone.
“A lot of founders think they have to handle everything — even pitching — though it’s not their strength,” he says. “But building a startup is a team sport. Founders with technical backgrounds often need help in areas like communication, sales, or fundraising. That’s normal. You have to work in a team.”
It’s a reminder that even the smartest engineers need to surround themselves with people who challenge, complement, and complete them — just as Simplify’s own success is built on a team that combines technical brilliance with creative vision.
This collaborative approach not only alleviates the burden on a single individual but also brings a richer perspective and a broader range of capabilities to the table. In the demanding world of startups, working as a cohesive unit, where each member contributes their unique strengths, isn't just an advantage – it's a necessity.
For engineers and tech graduates eager to break into the startup world, Yen Pei’s advice is straightforward but powerful: start early, and don’t be afraid to fail.
“Start as early as possible,” he says. “You’re going to make mistakes — but those mistakes are your best teachers. Every challenge you face will help you grow stronger.”
In an age where technology evolves faster than ever, that growth mindset is what separates good engineers from great ones.
