Charting the Course: Conversation with NV
Portfolio Company CEO, Ben Mones of Fama.io
Using online behavior to shape the future of hiring, with Ben Mones, CEO of Fama
Insightful Discussion with Ben Mones, Co-founder of Fama.io
By Ivan Nikkhoo, Managing Partner, Navigate Ventures
At Navigate Ventures, we support the founders of high-potential SaaS startups as they look to bridge the growth capital funding gap.
At Navigate Ventures, we’re committed to supporting pioneering SaaS founders whose platforms address critical needs across industries. One of our investments, Fama, is a leading HRtech solution that uses AI to help companies make smarter hiring decisions by analyzing candidates’ online behavior across text, images, and video.
Ben Mones, Fama’s founder and CEO, has a unique approach to tackling workplace risks while ensuring candidate fairness. We spoke with him to learn more about his journey from running a whole-hog BBQ business to launching Fama, his insights into the HRtech landscape, and how Fama is bridging the gap between digital identity and hiring.
Good to see you Ben. Could you tell us a bit about your background and how it led to founding Fama?
I started my career in the startup world, mainly in enterprise software, working with early-stage companies that focused on solving complex problems. One of my first ventures was in digital media analytics, helping publishers understand content consumption patterns. From there, I joined a startup building CRM solutions for logistics and transportation, which was one of the earlier plays in vertical SaaS. This foundation – helping big companies solve significant issues with software – set me on the path to Fama.
That said, my journey hasn’t been all tech. I actually began with a whole-hog BBQ business,inspired by my dad, a former North Carolina pork-cooking champion. While a world apart from Fama, that experience taught me how to navigate the challenges of starting something from scratch. But Fama was the real turning point, driven by my experiences in hiring and the impact of making the wrong choice. I realized the pressing need for a solution to help companies evaluate online behavior in a way that aligns with the modern workforce, particularly as generations with extensive digital lives enter the job market.
That said, my journey hasn’t been all tech. I actually began with a whole-hog BBQ business,inspired by my dad, a former North Carolina pork-cooking champion. While a world apart from Fama, that experience taught me how to navigate the challenges of starting something from scratch. But Fama was the real turning point, driven by my experiences in hiring and the impact of making the wrong choice. I realized the pressing need for a solution to help companies evaluate online behavior in a way that aligns with the modern workforce, particularly as generations with extensive digital lives enter the job market.
What was the inspiration for Fama, and what motivated you to take on founding it yourself?
When you start a company, there are a hundred reasons not to do it. But, for me, I had experienced the pain we’re addressing with Fama first-hand. I once hired someone who seemed perfect on paper, but within six months, he ended up harassing a top team member. After the fact, we discovered content on his social media hinting at problematic behavior—something we would have recognised immediately had we checked earlier.
Beyond that, I hit a personal low after a previous startup ran out of funding. I found myself in San Francisco, no income, rent to pay, and few friends around. But that low point gave me clarity: I had already seen the worst, so I knew I could take the risk. It was a combination of knowing the problem was real and feeling ready to take it on.
Beyond that, I hit a personal low after a previous startup ran out of funding. I found myself in San Francisco, no income, rent to pay, and few friends around. But that low point gave me clarity: I had already seen the worst, so I knew I could take the risk. It was a combination of knowing the problem was real and feeling ready to take it on.
You’ve mentioned that early adversity is beneficial for founders. Could you expand on that?
I wouldn’t wish a “professional rock bottom” on anyone, but if it happens in your twenties, before major life commitments come your way, it can teach you a lot. There’s a sense of freedom that comes with facing adversity early on. It’s an education in resilience and forces you to recognise what you’re capable of. For me, it was about getting out of my own way and realizing that the tough moments don’t last forever.
Why does the problem of screening differ between enterprises and SMEs?
At the enterprise level, the dynamics between inputs (like capital and human resources) and outputs (business objectives) are much more complex. In an SME, decisions are often more straightforward. In large organizations, every decision is interdependent, creating a ripple effect across the entire company. And people—whether employees or leaders—are the connective tissue in this. Enterprises are more attuned to the nuances of workplace culture because their outcomes hinge on these human factors.
How have enterprises traditionally approached candidate screening, and how does Fama fit into this?
How have enterprises traditionally approached candidate sMany companies still uphold traditional frameworks and change management in HR can be a challenge. Rather than trying to overhaul these frameworks, we’ve focused on integrating into existing processes. For example, rather than asking a candidate to complete a personality self- assessment, Fama analyzes online behavior to infer personality traits. It’s about offering enterprises a “gradient change” rather than an abrupt shift, helping them adopt new variables for evaluation without disrupting their established workflows.creening, and hMany companies still uphold traditional frameworks and change management in HR can be a challenge. Rather than trying to overhaul these frameworks, we’ve focused on integrating into existing processes. For example, rather than asking a candidate to complete a personality self- assessment, Fama analyzes online behavior to infer personality traits. It’s about offering enterprises a “gradient change” rather than an abrupt shift, helping them adopt new variables for evaluation without disrupting their established workflows.ow does Fama fit into this?
How does Fama address the needs of both buyers and users?
Buyers are typically looking for long-term outcomes—material shifts in hiring quality—while users want tools that fit seamlessly into their daily workflow. There’s often a tension between these perspectives, but we view it as a feature, not a bug. At the end of the day, companies aren’t buying software; they’re buying outcomes. It’s up to us to bridge that gap and ensure both sides see the value.
Are there specific industries where Fama’s platform is particularly well-suited?
Fama is especially suited to highly regulated industries like financial services, healthcare, and government sectors. These areas tend to have strict compliance requirements and high revenue per employee, which heightens the stakes of each hiring decision. While we envision Fama being used across industries, for now, we’re focused on these sectors where our solution can have the most immediate impact.
With AI being such a competitive space, how does Fama differentiate itself?
The value isn’t in the fact that we use AI; it’s in how we deliver on our promise. Initially, our market research advised us against mentioning AI, as many companies were wary of it. That’s shifted with advancements like OpenAI, but our focus remains on service quality, compliance, and reliability. At Fama, we don’t sell a “consumer AI” product; we provide a critical service that enhances hiring, reducing risks and ensuring our clients meet their organizational goals.
What about candidates who receive negative feedback from Fama’s reports? How does Fama handle that ethically?
We recognise the gravity of employment decisions, so we’ve built Fama to include safeguards for candidates. For example, our reports are opt-in, and candidates receive a copy of their report before it’s shared with the employer. They have the chance to challenge it within a defined timeframe. We also don’t score candidates as “good” or “bad”; we simply report factual behavior data, leaving the interpretation to the employer. These measures ensure a fair and transparent process.
How do you envision Fama’s product roadmap and future growth?
Our focus remains on the core “shortlist-to-finalist” stage of hiring, where we can offer the most insight into candidate behavior. We’re not expanding into areas like talent sourcing or downstream talent planning. For us, it’s about perfecting what we do best and continually improving our core capabilities, like inferring personality traits or analyzing prior team dynamics.owth?
Any reflections on navigating the industry over the past decade?
Running a company is like a soundwave—there are constant ups and downs. The key is learning to stay grounded through the turbulence. Major challenges, from going remote during COVID to handling the SVB collapse, have taught me the importance of flexibility and clear thinking. I’m also grateful for the support of advisors and investors who’ve been through these moments with me. In a way, each challenge has strengthened Fama, especially as we’ve seen a sustained increase in online engagement that aligns with our goals.
About Ben Mones
Ben Mones is the CEO and Founder of Fama, an award-winning AI-based software company trusted by thousands of talent acquisition teams from around the globe. Fama leverages online signals to identify candidate fit, helping organizations answer the big questions like: how might a candidate act around coworkers or customers when they join? He founded Fama in 2015 after missing a critical risk on a new hire that was plainly apparent online. Ben regularly appears in major media outlets and on podcasts and is an expert on how technology is shaping society—particularly in the workplace. In addition to leading Fama, Ben serves on boards for a handful of high-growth startups and mentors entrepreneurs just starting out on their journey. Outside of work, you can find Ben on the basketball court or huddled over his smoker, cooking up a BBQ for his family of 4. He is based in Los Angeles, CA.
About Ivan Nikkhoo
Ivan Nikkhoo is the Founder & Managing Partner at Navigate Ventures, an early growth fund focused on B2B Enterprise SaaS companies outside Silicon Valley between series A and Growth rounds, offering a risk-mitigated strategy with short holding period and an accelerated path to DPI.