[stephen_greet]

Thanks a lot for the thoughtful feedback, it's much appreciated it!

Right now the resume builder is general purpose for people wanting to work in tech. We went down the path of charging companies for access to qualified candidates and the lesson we learned is that you first need a critical mass (which is bigger than we initially thought) to make it scaleable.

To get enough job seekers looking for a specific job in a specific location with a specific skillset with a specific number of years of experience (companies are very specific with what they're looking for) requires a large number of job seekers on your platform.

We want to start with a resume builder to provide value to these people at the first stage of their job searching process so we can then layer in more services and tools as we grow to that necessary critical mass.

Eventually, we intend for one of those services to be the forwarding to companies when the candidate matches what the company is looking for and vice-versa.

[dataminded]

This feels like a good chance to do things that don't scale.

We write meaningful sized checks to recruiting agencies that look for people on LinkedIn and pitch them on taking our jobs.

[vessenes]

Look, customers! :)

[literallycancer]

A bit off topic but - how meaningful & do they just contact people on LinkedIn and that's it? I'm connecting good people with good jobs on the side, so fresh market info would be quite useful.

[dataminded]

Somewhere between $10K and $30K per hire. They only get paid when we hire people they bring us. Some recruiters manage to negotiate recurring fees but I have nobody working under those terms at this time.

Recruiters try to build systems more robust than cold-outreach on LinkedIn but most of my hires in the past year have come from cold-outreach tactics. They have databases of candidates but most of that database isn't actually interested in a new job at any given time and it's as productive to work the database as it is to work LinkedIn unless the recruiter has a friendly relationship with a specific candidate. Regardless, you can't sell a candidate to multiple employers in any given 1-2 year period so you always need new candidates anyhow.

If I had more free-time I would totally try doing this myself. The hardest part is getting HR to let you recruit for their open roles.

[gbasin]

▶ To get enough job seekers looking for a specific job in a specific location with a specific skillset with a specific number of years of experience (companies are very specific with what they're looking for) requires a large number of job seekers on your platform.

While this is true if you want to build lots of these niches at once, I'm not sure if it holds for a specific niche. Rather than trying to fill a giant general-purpose funnel, you may find it easier focusing on a tighter niche to begin with.

For example: ML recruiting for data scientists in the Bay Area with 3+ years of experience

You can find them on LinkedIn