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. 

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. 

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?

Many 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. 

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. 

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. 

That’s fascinating, Ben. Thank you for sharing your insights. 

My pleasure, Ivan. Thanks for speaking to me. 

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." 

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.  

Ivan Nikkhoo, Managing Partner 

Navigate Ventures

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