Each week on “Around Town,” our host talks to members of the First Coast community who are making an impact in their part of town. Today our host, Morgan Allen, spoke with Stephen Pollan.
Stephen Pollan
CEO of Qubit HR
Website Address: qubithr.io
Short company description:
We are building a Workforce Intelligence platform that powers better decisions and systems around hiring, development and performance…and convert that companies data to improve company talent, performance and team outcome!
What makes your business the go-to choice for side of town residents?
Helping companies build a winning team.
Transcript:
Morgan:
Welcome back to another episode of Around Town, where we highlight those who are making moves, making an impact both around town and around the world. I am Morgan Allen, joined today by Stephen Pollan with Qubit HR. Stephen, thank you for being here.
Stephen:
Thanks for having me.
Morgan:
So we talked a bit off set. Human data is huge. This is a really cutting edge, first line of defense here. Tell us all about it.
Stephen:
Well, it started with our rebranding. Our marketing people said, take your notes, so that’s what I did. So what it is, the simple one paragraph is that we’re building a workforce intelligence platform that powers better decision making within the organization.
Oftentimes when an organization onboards someone, they think that’s the end of what that individual will do. But we see it as much deeper than that. Companies today are recognizing how valuable data is. For us, our Qubit platform, Ignite, helps organizations organize their talent from the time of onboarding. Then once they do that, how do we develop that person?
We provide that through our technology, and our tools automatically do everything for them. We help them recognize performance outcomes. Organizations looking for succession or new roles can identify who in the organization has the propensity to grow.
Morgan:
That is incredible. And you have partnered with many organizations to find people who need jobs or are in transition, including veterans. So you’re putting them through a questionnaire to give them an idea of their strengths?
Stephen:
Yes, it’s a questionnaire. What we’re looking at is what we call work styles. Each of us is naturally wired to do certain things well. Sometimes we don’t realize it. Someone might encourage you to try something, and you find you’re exceptionally good at it.
We help companies by analyzing job descriptions, which define what individuals do daily, how they interact with teams and clients, and how they contribute to organizational goals.
Morgan:
Wow. And from there, once they realize their strengths, what are the next steps?
Stephen:
It depends on the organization. In manufacturing, roles may be fixed. But today, companies often promote people into roles they may not enjoy or excel in.
By using our psychological questionnaire, we identify strengths and measure them against job roles. We build custom models and identify gaps. We analyze three areas: essential competencies, important traits, and additional relevant traits.
We’re looking for high performers and helping organizations plan for growth. For example, if a company scales in six months, they may need another person in a specific role. Our platform allows them to evaluate internal candidates quickly.
We use statistical models, like standard deviation, to determine how quickly someone can be upskilled. If they’re within a close range, they can be trained in 6 to 12 months. Beyond that, it may take 18 to 24 months, and the company must decide if the investment is worthwhile.
Morgan:
So what I’m hearing is you’re all about maximizing potential and efficiency. Is AI going to replace jobs?
Stephen:
Yes. We’re already seeing it. In the last 24 months, companies have laid off hundreds of thousands of employees. These are talented people.
AI is improving rapidly. There’s still a gap, but it’s shrinking quickly. We’re already using AI for testing, communication, and workflow improvements.
Companies are asking how to use AI effectively, and we’re building systems that integrate skill assessments and recommendations.
The ethical question is important. Where do we deploy AI, and how do we use the data responsibly?
Morgan:
That’s true. There’s a fine line there. I want to switch gears to your work helping individuals transition out of prison systems.
Stephen:
Yes, through the Second Chance program with the Bureau of Prisons. The goal is reducing recidivism, which is currently around 60 to 70% within 36 months.
We studied why this happens. Many individuals leave prison without skills. They’re expected to succeed without tools.
We focus on providing workable skill sets. In the U.S., there are about 130 career and technical education roles available to individuals with certain limitations. We help identify where they can succeed quickly.
Early success leads to commitment. If someone experiences success early, they’re more likely to stay on that path.
We also faced challenges with literacy levels. We initially built models at a sixth-grade level but found many individuals were at a second or third-grade level. So we rewrote our assessments to ensure understanding.
Morgan:
Wow. You’re providing so many opportunities. That’s incredible.
Stephen:
It’s rewarding work. As we look at the future workforce, we’re building models for emerging jobs. Even if someone lacks experience, they may have foundational skills that can lead to success in new roles.
Morgan:
That’s amazing. If people want to learn more about you and your company, how can they do so?
Stephen:
QubitAir.io.
Morgan:
Perfect. Thank you, Stephen. And viewers, thank you for tuning in. If you want more information, head over to DailyNewsNetwork.com. We’ll see you in the next episode of Around Town.
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