After months of work I've launched my startup. Any critiques?

Elevator Pitch: Hiring is a pain in the ass, juggling resumes and getting feedback from interviews, dealing with PDFs and Word Docs and keeping track of who interviewed for what. Dropjobs streamlines the entire process from posting jobs on your website to reviewing and managing the applicants who apply for your positions.

So, caveats right out of the door. Yes, of course someone "did it before". Applicant tracking systems have been around for quite a long time. However there are a few things that we're differentiating on:

1) Up front, easy, cheap pricing. No sales people. Most heavy ATS systems I looked at require you to call a phone number to find out how much it costs. 2) Simple. Does this one thing and thats it -- so we're targeting the people who don't want a taleo hire-to-fire HR enterprise solution. 3) Has an embedded widget for letting people apply for your jobs straight from your own website. 4) Uses scribd to display people's resumes directly in the Dropjobs website, so you aren't constantly downloading and opening adobe acrobat and crap like that.

I think the market is there. It's good enough that I've launched it as a 1.0, so... any advice on next steps? Should I just drop a few grand on advertising? Unfortunately the world of hiring and HR management isn't all "web2.0" and glitzy, so I feel it will be hard to build any buzz through traditional social media channels.

After months of work I've launched my startup. Any critiques?
dropjobs.com

Elevator Pitch: Hiring is a pain in the ass, juggling resumes and getting feedback from interviews, dealing with PDFs and Word Docs and keeping track of who interviewed for what. Dropjobs streamlines the entire process from posting jobs on your website to reviewing and managing the applicants who apply for your positions.

So, caveats right out of the door. Yes, of course someone "did it before". Applicant tracking systems have been around for quite a long time. However there are a few things that we're differentiating on:

1) Up front, easy, cheap pricing. No sales people. Most heavy ATS systems I looked at require you to call a phone number to find out how much it costs. 2) Simple. Does this one thing and thats it -- so we're targeting the people who don't want a taleo hire-to-fire HR enterprise solution. 3) Has an embedded widget for letting people apply for your jobs straight from your own website. 4) Uses scribd to display people's resumes directly in the Dropjobs website, so you aren't constantly downloading and opening adobe acrobat and crap like that.

I think the market is there. It's good enough that I've launched it as a 1.0, so... any advice on next steps? Should I just drop a few grand on advertising? Unfortunately the world of hiring and HR management isn't all "web2.0" and glitzy, so I feel it will be hard to build any buzz through traditional social media channels.

Looks quite promising.

A few things that struck me quickly:

Why make Enterprise limited at all? No one's really going to fill up 1000 jobs in a hurry.

I understand that you'd prefer people to go pro, but the "standard" label is difficult to read (white on grey). Also, make the "select" buttons the size of the whole option, not just the buttons.

I don't like the full-stop in "Hiring. Made Simple" - but that's personal preference.

International pricing? $£€ options?

You like your capital letters! Try removing them from words like "the".

"Free trial" might work better than "Sign up".

Of course, these are only my opinions, and you should definitely try some A/B testing to see if I'm talking sense or not.

Hope that helps, good luck!

Looks good, graphically!

Are you focusing on medium to large corporate customers, or on small businesses?

A problem I foresee with larger clients is that changing the website (even to paste in some script) is a Big Deal. They also probably don't care about the pay-as-you go offering. They have money to spend and might prefer to go with predictable costs.

So, why not explicitly market this to small businesses? Pay as you go is nice in that it doesn't require a huge initial commitment, or endless meetings to secure buy-in. I.e. a proactive HR person might be able to use this and look good to their boss. OTOH since changing the website at a larger shop is such a big deal, there's no benefit to them of low barrier to entry.

I remember an article I used to read gave the advise that you should focus on features in the price sheet instead of costs. In your case, I'd say use a smaller font for Price per month and a bigger font for all the features. This way costumers tend to get swayed by more features, not by lower costs.