[vinceguidry]

I can think of a few things. I've recently been on both sides of the table here. Found my job a year and a half ago, interviewing candidates for a junior now.

First off, I can see how you might miss out on a lot of potential clients because you don't know just how good they are. You could reduce this miss rate by getting good at fishing out details from people you approach or who approach you. Even be prepared to write their resumes. I'd recommend having a technical person on staff to assist with the buzzword bingo and alphabet soup.

Second, a lot of people simply might not know how to negotiate a job search, but wouldn't really be lucrative enough to chase as clients. By-the-hour consulting might turn into a decent revenue stream. Then they can come to you in a few years when they are ready to chase the big bucks.

Third, there's a lot of wishful thinking out there that causes seekers to not chase or turn down perfectly good jobs because of that haunting vision of landing that whopper $120K+ job. (in Atlanta) Being able to tactfully talk them into a perfectly good $85K job could work out well for both of you. I've seen lots of really good guys strike out interviewing for those unicorn jobs because the company has ridiculously selective criteria. I know a guy holding out for $110K but doesn't want to go where he could legitimately make that money with his skills, e.g. a Java shop. He spent down his savings and told me it's going to hurt pretty soon if he doesn't find one soon.

[logicallee]

Thank you for this. (We are very technical, and building an online application, which is what I meant by "purely online", though. i.e. features we could bring online via an online/web agent that is on your side rather than the side of companies.)

[vinceguidry]

Oof. I foresee a hard road ahead of you if can't bring on someone knowledgeable with the actual interpersonal dynamics of hiring. Reason is this isn't a technical problem, it's a social one.

One of the things that the recruiter who found me my job did for me was to interact with the company for me. I told him my concerns, and he either talked me through them or relayed them, through the filter of someone whose seen this all before, to the company. Had I had to do this directly with the company, I wouldn't have done so well, and I might have gotten passed over.

When my company wanted to keep me on a contract basis three months after his job was technically over, and I was prepared to walk, I called him, and he calmed everyone down and got the company to bring me on full time. Had I had to negotiate it myself, I might have said something unwise and a bad decision would have been made.

Now that I'm on the other side of the table, I find myself playing the same role my recruiter played for me as far as the interpersonal dynamics is concerned. I talk through his concerns, I discuss the money aspect with him, advocate his case, and protect him from HR bullshit.

I don't see a purely online web agent as bringing any more value to the table than (just another) job board.

[logicallee]

>I don't see a purely online web agent

Thanks for your input, though my question was specifically to lugg and asked "can you imagine what, if any, part of this could be done purely online". Still, your thoughts on a different subject have been interesting and thanks for them. You can also send me email if you'd like to write more.