11–20 of 44 posts
[hiring] [tech talent]
I have no idea what either are going to do.
Also, when I click on "tech talent", this is confusing:
"What role are you looking for? We only accept high quality companies that are actively hiring."
It sounds like you're trying to qualify me applying...but you're actually talking about which companies you may or may not refer to me. I understand you're trying to make your value prop clear, but it's just confusing at this point.
What do these calls-to-action mean? [hiring] [tech talent] I have no idea what either are going to do. Also, when I click on "tech talent", this is confusing: "What role are you looking for? We only accept high quality companies that are actively hiring." It sounds like you're trying to qualify me applying...but you're actually talking about which companies you may or may not refer to me. I understand you're trying t…
Was there any concern about a trademark conflict with TheLadders?
It's a different market & a generic term used in hiring (this is only for tech talent & curated approach), the name isn't that important though.
If you wouldn't mind providing some insight, I'm curious what your approach is to verifying a hire is w.r.t. collecting commission?
We want to get out of the way as much as possible. We're really involved with companies and check back in. Can check Linkedin, etc. We wait to see how the employee fits within the company. If we connect companies with high quality hires they'll want to pay so that they can continue working with us. This will likely only scale to a certain size.
I genuinely would be surprised to see a company pay a sourcing fee in under 30 days, sometimes 60 or 90.
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.
Am I missing something? You've essentially started a tech recruitment firm, right? Is there something novel about your business?
So I'd guess the only unique bits are any connections they might have.
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 i…
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.