A very busy space. The true demand is that you have lots of passive talent signing up. These folks are highly valued, but it's not clear how you get passive seekers (who aren't interested in moving unless they get excited) to make a change. Active seekers are already in the ATS' of ALL your recruiting companies. They aren't that valuable. So, you have lots to do here.
Your competitors at Hired.com and elsewhere are investing big money to compete to move passives into active mode. I wish you the best of luck, but competition here is brutal and it's not clear what your unique value proposition or edge is here.
Lastly, "anonymous job searches" is the way of the passive seeker, but it's very hard to get them to make a decision. The chain of interaction requires much more ways to engage than their filling out a few boxes on what they do and where they live/email. If you could bring to the surface things that passives like but will not reveal to just anyone, you may be able to create an edge. However, it's tough meng. It's tough out there for a recruiting platform.
Unlike hired.com, this guy tells me two questions in that since I'm not in SF, NY, or LA I should move on.
Which I actually appreciate. Other places waste my time. I don't know how my appreciation translates into revenue for him, so we're missing any decent feedback loop besides nice HN comments.
The "passive seekers" you refer to are what I like to call window shoppers.
Recruiting platforms like this one almost always appeal to window shoppers. Many window shoppers are folks who simply want find out if the grass is greener on the other side. In most cases they're window shopping because they don't really know what they want and they're not motivated enough to figure it out. For example, many of these folks are not looking to work in a particular vertical, or to solve a particular type of technical challenge. Instead, they're looking to see if they can earn $xx,xxx more per year or get into a hotter startup.
I wouldn't say that there are no good window shoppers, but they're rarely as attractive as the folks who are happily employed but open-minded enough to explore a great opportunity if they encounter one. Non-window shoppers are more likely to be people you meet in person. You pique their interest by telling a compelling story about your business or the technical challenges you're trying to solve, not by leading with compensation and your fridge's awesome collection of imported beers.
It's amusing that so many companies don't see these networks of window shoppers for what they are.
Absolutely. Honestly, I was really surprised at the number of people that signed up that aren't on the market, still work at their job & couldn't use one of our competitors. Including founders and PM's.
The V1 is definitely not the end implementation, there are a lot of challenges ahead. It's just a great way to connect people at a relatively small scale. With curation and reaching out for more information from talent.
Comments
A very busy space. The true demand is that you have lots of passive talent signing up. These folks are highly valued, but it's not clear how you get passive seekers (who aren't interested in moving unless they get excited) to make a change. Active seekers are already in the ATS' of ALL your recruiting companies. They aren't that valuable. So, you have lots to do here.
Your competitors at Hired.com and elsewhere are investing big money to compete to move passives into active mode. I wish you the best of luck, but competition here is brutal and it's not clear what your unique value proposition or edge is here.
Lastly, "anonymous job searches" is the way of the passive seeker, but it's very hard to get them to make a decision. The chain of interaction requires much more ways to engage than their filling out a few boxes on what they do and where they live/email. If you could bring to the surface things that passives like but will not reveal to just anyone, you may be able to create an edge. However, it's tough meng. It's tough out there for a recruiting platform.
Unlike hired.com, this guy tells me two questions in that since I'm not in SF, NY, or LA I should move on.
Which I actually appreciate. Other places waste my time. I don't know how my appreciation translates into revenue for him, so we're missing any decent feedback loop besides nice HN comments.
The "passive seekers" you refer to are what I like to call window shoppers.
Recruiting platforms like this one almost always appeal to window shoppers. Many window shoppers are folks who simply want find out if the grass is greener on the other side. In most cases they're window shopping because they don't really know what they want and they're not motivated enough to figure it out. For example, many of these folks are not looking to work in a particular vertical, or to solve a particular type of technical challenge. Instead, they're looking to see if they can earn $xx,xxx more per year or get into a hotter startup.
I wouldn't say that there are no good window shoppers, but they're rarely as attractive as the folks who are happily employed but open-minded enough to explore a great opportunity if they encounter one. Non-window shoppers are more likely to be people you meet in person. You pique their interest by telling a compelling story about your business or the technical challenges you're trying to solve, not by leading with compensation and your fridge's awesome collection of imported beers.
It's amusing that so many companies don't see these networks of window shoppers for what they are.
Absolutely. Honestly, I was really surprised at the number of people that signed up that aren't on the market, still work at their job & couldn't use one of our competitors. Including founders and PM's.
The V1 is definitely not the end implementation, there are a lot of challenges ahead. It's just a great way to connect people at a relatively small scale. With curation and reaching out for more information from talent.