hiremymate/mymatesgreat (work in progress)

Cluttered news feeds filled with eye tests, spelling challenges and other nonsense..

I have 700 connections. I probably engage with less than 5% and have had no interaction ever with any of the others.

122 new messages in 5 days

The rise of the professional stalker

Graduates

Beauty & Fashion

Events & PR

Digital & Tech

Sales

Exec

Employer Candidate

• Higher quality candidate • Less wasted management

time • ‘Better fit’ • Improved retention rates • Rapid hire capabilities • Low risk of failure • Aids employer branding • Lower cost • Used a entry and board

level.

• No more in mail spam from recruiters

• Tailored and relevant referrals

• Control over interaction with clients/market

• Increased interview volumes • Insight into how you are

regarded in the market. • Access to key decision

makers • Direct insight into life at that

company

Competitors Pro Con Revenue

Hire My Friend (UK)

Very easy to use, Twitter followers endorse your profile. More influencers the more visible you are.

It’s awkward to ask friends for endorsements. You have to be proactive. No clue who employers are.

They charge employers £199 pm to contact an unlimited no. of candidates

Jibe- Get Referred

(US)

Candidate driven referrals, unburdens employees.

Relies heavily on candidates network and being connected to the company.

Employers pay a monthly subscription

Zao

(Israel/US)

Gamification of the referral process. leaderboards and prizes.

Limited to PC’s and involves referrers to be engaged and proactive in the process

Pricing on Request but they give you a one month free trial.

GooodJob

(US)

Employees opt in and Employer send job alerts through the employees social networks.

The employer decides the message and tone of the alert on the employee’s behalf.

Employers pay a monthly subscription available on request.

• By 2016 there will be more smartphones than people in the world

• Average smartphone user spends 119 minutes a day on their phone = a very captive audience.

• In UK 5 million users reached for their phone on average 9 times a day

• Smartphones out do computers 4:1 • 77% of jobseekers use mobile job search apps.

1. Market for Talent Acquisition and Staffing in UK

£27 billion (2013.) 2. Global industry worth $400 billion 3. 1/3 of the industry is dominated by job posting

platforms and portals. 4. Linkedin ‘Hiring Solutions’ generated $84 mil in

revenue in 2012. 5. Linkedin think their ‘job postings ‘ feature is

going to be worth $2 billion.

Pay per message blast (upfront revenue)

% of referral bonus (on success)

Enterprise Packages (annual subs)

Revenue strategy 1: Referral Bonus (take 10% on every successful hire) 1. 36- 72 million jobs posted globally on portals a year. • 10% of market = 3.6 – 7.2 million Jobs • 1% of market = 360,000 – 720,000 jobs

Assuming the average referral bonus is £1000 and we keep 10% and have 100% fill rate: • 10% of market = 3.6mil*£100 = £360million • 1% of market = 3.6*£100 £36million Fill rates expected to be approx 40% = £144 million and £14million Assume UK accounts for approx 10% of global market: Generate revenues of £14million and 1.4million 2. 617, 314 people found a perm job via an agency in UK (2013)

• 10% of market = 61,731*£100 = £6.1mil • 1% of market= 6,173*£100= £610k

Revenue strategy 2 – Pay per listing/message. Assume each message costs £2 to blast to your network and you send a message 5 times for each role. 1. Job postings • 10% of market = 3.6mil*£10 = £36mil • 1% of market = 360,000*£10 = £3.6mil

• UK market = £3.6mil or £360k

2. % of recruiter market. • 10% = £610k • 1% = £61k