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Eric Becker is the Founder and CEO of MiliMatch, a SaaS company that provides rapid, data-driven intelligence for fast and effective human capital risk management. He has over 25 years of experience in Fortune 500 and cutting-edge start-up companies targeting healthcare and energy. Before MiliMatch, Eric successfully grew various companies from start-ups to successful acquisitions. 

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Here’s a glimpse of what you’ll learn:

  • Eric Becker talks about MiliMatch and its services
  • The use cases of MiliMatch within companies 
  • Eric’s first encounter with Manu Rehani and the software
  • The ideal client profile for MiliMatch
  • How MiliMatch came up with their pricing model
  • The importance of having a board — and the considerations for assembling one 
  • The most significant growth opportunities for MiliMatch 
  • Advice Eric has gotten from mentors 

In this episode…

Want to improve your hiring process, retention, culture, and productivity to scale your business? Where can you get the support needed to manage human capital and thrive as a company? 

According to Eric Becker, people are an integral capital asset of any organization. He recommends investing in human capital to fast-track the growth of your company. Thanks to MiliMatch, companies can find better-fitting employees based on their behavior rather than the personality they try to portray in job interviews and resumes. Eric also shares how MiliMatch improves the working culture, client success, and overall value of a business.

Tune in to this episode of the Inspired Insider Podcast with Dr. Jeremy Weisz as he welcomes the Founder and CEO of MiliMatch, Eric Becker. Eric talks about MiliMatch and how it’s used within companies, its ideal client profile, and how it can help you manage talent, improve culture, and grow your business.

Resources mentioned in this episode:

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Episode Transcript

Intro 0:15 

You are listening to Inspired Insider with your host, Dr. Jeremy Weisz.

Jeremy Weisz 0:22 

Dr. Jeremy Weisz here founder of where I talk with inspirational entrepreneurs and leaders today is no different. I’ve Eric Becker of MiliMatch. And before I introduce Eric formally, I always like to point out other episodes of the podcast people to check out. And by the way with Eric’s company, I’ve personally never seen anything on the market like it, so I’m excited to talk about it. And since we’re talking SaaS, some other cool SaaS companies I’ve had on the podcast, I had the founder of Zapier on, which was great. Pipedrive I remember, I think I had them when they were 10,000 customers, now they’re over 100,000 customers, AWeber, Active Campaign, and many more, so check those episodes out on and this episode is brought to you by Rise25. At Rise25, we help businesses give to and connect your dream on 100 relationships. And how do we do that we actually help you run your podcast, we are an easy button for a company to launch and run a podcast we do accountability, strategy and full execution. And for me, Eric, the number one thing in my life is relationships. I’m always looking at ways to give to my best relationships. And I found no better way over the past decade to profile the people in companies I most admire and profile them and share with the world what they’re working on. So if you’ve thought about podcasting, you should if you have questions, go to and email us we’re happy to answer them. I’m excited to introduce and a big shout-out to Tim Garrabrant, who is the chief strategy officer who introduced Eric and I. So thanks, Tim, we appreciate you. Eric Becker is a CEO and founder of MiliMatch. And I was saying, with any company, Eric, you know this people are the integral capital asset of any organization, right impacting the working culture, clients access the value of the business. And when something’s out important, you need to use an objective measurement tool to make the right decisions at the right time. And get the right people on board. Right and MiliMatch. I’ve never seen anything like this actually, Eric. So I’m excited for you to walk through it. MiliMatch provides rapid data-driven intelligence for fast and effective human capital risk management. So Eric, thanks for joining me.

Eric Becker 2:34 

Well, thank you, I appreciate the opportunity

Jeremy Weisz 2:37 

Talk a little bit more about MiliMatch and what you do.

Eric Becker 2:42 

Sure, I will tell you at its core is that MiliMatch measures behavior, behavior, not in the sense of personality you measure personality wants, and that your personality. We measure behavior, but we measure it relevant to something. And when I say to something to a role, a position, a team, a culture, something very specific behavior is dynamic. But we find it valuable when our clients find it valuable, because it’s also predictable to and not only that, but behavior changes. It changes with inside influences. And I’m going to speak about an organization or company but behavior changes with inside influences and outside influences also. So I can get into the actual science that I’m not the inventor of the science, our founder of the technology Manu Rehani absolutely genius person. He is the one that perfected the technology over a number of years. And the science is called cognitive NLP. So the science has been around for a while. Manu Rehani just took it to 10 levels above and deriving behavior as measured by 24 attributes from written test. So that’s the special part about MiliMatch is that we all write subconsciously, and our algorithms that we have patented technology can derive and measure objectively 24 behavioral attributes just from open-ended written text.

Jeremy Weisz 4:49 

Interesting. So when I look at your website, you’ve had users such as Facebook, JP Morgan, Zappos, LinkedIn, and many more so like, how does this work? I want to start using it. You mentioned how do you deploy it within a company?

Eric Becker 5:08 

Well, it’s basically that so written texts, those companies that you just mentioned, that was Manu Rehani’s work. The written text that was used was derived from emails. So various projects, looking at culture, looking at behavior, and also utilizing it and forensics, within a company. When I started MiliMatch, we use it in the most common form, which is question and answers. And what we have perfected over the years is that our questions are unbiased, innocuous. Tell us a time in your life, somebody that inspires you. So from that, and it’s usually five questions just by open ended questions. And the value of it is not from the answer itself. It’s what’s underneath it. And we’d like to say it’s not what you write, it’s how you write that we look at what’s the underlying meaning from that, and the questions are not just five general questions that come off the top of your head, there’s a methodology to it, is that the questions are relevant to what we’re measuring. So the fit into a specific culture, a role, a position, but we also place the person and a past date, the present state and a future orientation to what we’re measuring. I will tell you this is that we’ve interviewed so many people that have taken it, they don’t even know that they’re being assessed. It just looks like, these are questions that somebody just wants to know more about. They find it fun. But as opposed to the general employee surveys that you receive, which is on a Likert scale, how do you like your boss, one to 10? How do you like your company, least likely, most likely, and so forth. People are suspicious of those things, but not with MiliMatch just with five questions.

Jeremy Weisz 7:31 

So what are some of the use cases? Eric? So like, I could see it. You mentioned hiring, right? So you’ll send out the questions. People respond back, and then your software kind of works. Its magic. But also from a culture internal perspective, those use cases too.

Eric Becker 7:51 

Yeah. So we started out MiliMatch 2019. And it was primarily a recruiting tool that we were utilizing it for particularly in home care business for caregivers, and high attrition rates. So we deployed MiliMatch and finding those people that really wanted to be a caregiver, something more than a job. And it was used during the application process, kind of a self-selecting tool. We want to get to know more about you apart from your previous history. And so we’d ask them five questions that were part of this. Why do you want to be a caregiver and so forth? And what we found in our clients found value and is that number one, it was a self-selecting tool, those that didn’t want to answer five questions weren’t really interested in that organization or that job. That’s because they can hit apply, apply, apply 30 companies in 30 seconds, but it also provided them a competitive advantage. It’s a highly coveted market for caregivers. But it provided those recruiters with a competitive advantage, a more personal interview, as opposed to just a regurgitation of what your application was. So, it gave them a sense of belonging to that organization. And then from there, we found out that it was starting to use being used more internally. So and from the standpoint of mergers and acquisitions, bringing together multiple cultures and trying to ascertain what are the different cultures and subcultures within divisions because we through MiliMatch, we objectively measure behavior and from behavior derives culture. So with that, when you can measure individual behaviors, then you can use it for human capital architecture. Understanding your teams, we usually, first thing that we do is take a benchmark, get out of teams, here are the dynamics of it. From there, if you understand the dynamics of the individuals that make up teams, makeup divisions, make up a company, then we work with third-party consulting firms, change management firms on behalf of our clients, then they can start number one, putting in customize interventions, programs, to take and enhance the culture and the behavior, and to also use it for team restructuring things of that nature. So at the ultimate end of this, our clients find value in MiliMatch, and its technology in measuring culture objectively, which leads to the two most important things. You mentioned about the most important asset or your people. So the two things that our clients focus on are retention, and productivity. And through behavior, you can measure those things to take input and proactive interventions.

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