16 ms·

Looks pretty good, i'm wondering how are you planning on monetizing this?

romanhn 3y ago
Through employers, not job seekers. Not sure how to put this without marketing-speak, but I do truly believe that there is a win-win proposition here where an amazing candidate experience can be highly beneficial to the hiring org. I wrote down some thoughts on https://rolepad.com/employers https://rolepad.com/employers as well. As I mentioned in the original post, there is a lot of consider here privacy-wise but I definitely have some concrete ideas that I want to start bouncing off hiring managers and the like (which will likely involve sharing Rolepad job description links that add the position with a bunch of prefilled data to the candidate's account in one click).
- altdataseller 3y ago
  What kind of competitive benchmarking would you offer?
  - romanhn 3y ago
    Compensation is top of mind for me. An applicant [EDIT: application, not applicant] tracking system is well-positioned to have a solid, up-to-date view into the compensation landscape, unlike sites like Glassdoor and Blind which are more lagging and self-selecting. Balanced with privacy, there is some real opportunity here. Outside of compensation - all sorts of analytics pertaining to interview process, how quickly competitors fill their roles, that sort of data.
    - altdataseller 3y ago
      Why is an applicant tracking system have an up to date view of the compensation landscape? Would I be required to submit how much I was offered to your system? Why would that be necessary?
      - romanhn 3y ago
        That's a fair question - and no, almost all data is optional. But... people do enter this, and companies have roles with open compensation as well. I'm talking about an aggregated view into anonymized data here. EDIT: Just realized I wrote "applicant tracking system" above. Total slip of the tongue, this is an _application_ tracking platform for job seekers, not an ATS used by companies. Though I do sometimes think of Rolepad as an ATS for the candidate.
        altdataseller 3y ago
        Why not just gather all the roles with open compensation out there and aggregate that data then, instead of tracking only the ones your users apply to?
      - iakh 3y ago
        I can see value in tracking offers to see how negotiations are going. so if there's standard fields for this, then that's a way he could track comp data without requiring, and even get offer increase info which is probably even more valuable.
    - nvy 3y ago
      I feel like at this point you're also building glassdoor or levels.fyi in addition to rolepad.
- Grimburger 3y ago
  I honestly think you should aim to make jobseekers pay instead of the job offerers. The automation of job applications means that basically everyone tunes out when they hit 100+ CV's, go post a small wage globally remote job to test and you will see what I mean. A dollar here or there definitely means your clients will get actual people who are serious about wanting it rather than the current spray and pray system that inundates and overwhelms anyone who puts up jobs today.
  - clnq 3y ago
    I also want to pay for this as a future jobseeker for two reasons: one, I want a platform like this to focus on me as the client, and two, I want it to exist. But what Grimburger says is also important - employers will hate your platform if it will become spam city. If a platform helped me track my applications CRM-style and automate some of the process, especially scheduling interviews, I would gladly pay LinkedIn bucks for it.
    - deprecative 3y ago
      This platform will not change human behavior. Sorry to say.
      - b112 3y ago
        Yes. I think the only way to prevent spewing/spamming of every employer with resumes, would be if there was a crazy high cost to apply to each job. If someone paid $10 per month for 1 application or 100 applications, or 1000, for many the 1000 is going to happen. If it was $10 per application, you wouldn't be "changing" human behaviour, you'd be leaning into it, by de-incentivizing 1000 applications with "virtual pain". EG, money leaving wallet. I don't see how to easily prevent this with such a platform, the per-application cost is a no-go, at best you could have hard limits of apps per month.
        ghaff 3y ago
        The problem is the person who selectively applies to a job or three doesn't need this. The target is the person who has dozens of applications in various stages of flight and is "casting a wide net" to put the strategy charitably.
- pacerier 3y ago
  I'm confused. Are you honestly selling to the CEO? If someone down the ladder, who exactly?
- i000 3y ago
  So it looks like you have no clue really why an employer would pay? Maybe when things become tight you would consider selling some user data? Or we can just trust you 100% as you are a solid guy?

Through employers, not job seekers. Not sure how to put this without marketing-speak, but I do truly believe that there is a win-win proposition here where an amazing candidate experience can be highly beneficial to the hiring org. I wrote down some thoughts on https://rolepad.com/employers https://rolepad.com/employers as well. As I mentioned in the original post, there is a lot of consider here privacy-wise but I definitely have some concrete ideas that I want to start bouncing off hiring managers and the like (which will likely involve sharing Rolepad job description links that add the position with a bunch of prefilled data to the candidate's account in one click).

altdataseller 3y ago
What kind of competitive benchmarking would you offer?
- romanhn 3y ago
  Compensation is top of mind for me. An applicant [EDIT: application, not applicant] tracking system is well-positioned to have a solid, up-to-date view into the compensation landscape, unlike sites like Glassdoor and Blind which are more lagging and self-selecting. Balanced with privacy, there is some real opportunity here. Outside of compensation - all sorts of analytics pertaining to interview process, how quickly competitors fill their roles, that sort of data.
  - altdataseller 3y ago
    Why is an applicant tracking system have an up to date view of the compensation landscape? Would I be required to submit how much I was offered to your system? Why would that be necessary?
    - romanhn 3y ago
      That's a fair question - and no, almost all data is optional. But... people do enter this, and companies have roles with open compensation as well. I'm talking about an aggregated view into anonymized data here. EDIT: Just realized I wrote "applicant tracking system" above. Total slip of the tongue, this is an _application_ tracking platform for job seekers, not an ATS used by companies. Though I do sometimes think of Rolepad as an ATS for the candidate.
      - altdataseller 3y ago
        Why not just gather all the roles with open compensation out there and aggregate that data then, instead of tracking only the ones your users apply to?
    - iakh 3y ago
      I can see value in tracking offers to see how negotiations are going. so if there's standard fields for this, then that's a way he could track comp data without requiring, and even get offer increase info which is probably even more valuable.
  - nvy 3y ago
    I feel like at this point you're also building glassdoor or levels.fyi in addition to rolepad.
Grimburger 3y ago
I honestly think you should aim to make jobseekers pay instead of the job offerers. The automation of job applications means that basically everyone tunes out when they hit 100+ CV's, go post a small wage globally remote job to test and you will see what I mean. A dollar here or there definitely means your clients will get actual people who are serious about wanting it rather than the current spray and pray system that inundates and overwhelms anyone who puts up jobs today.
- clnq 3y ago
  I also want to pay for this as a future jobseeker for two reasons: one, I want a platform like this to focus on me as the client, and two, I want it to exist. But what Grimburger says is also important - employers will hate your platform if it will become spam city. If a platform helped me track my applications CRM-style and automate some of the process, especially scheduling interviews, I would gladly pay LinkedIn bucks for it.
  - deprecative 3y ago
    This platform will not change human behavior. Sorry to say.
    - b112 3y ago
      Yes. I think the only way to prevent spewing/spamming of every employer with resumes, would be if there was a crazy high cost to apply to each job. If someone paid $10 per month for 1 application or 100 applications, or 1000, for many the 1000 is going to happen. If it was $10 per application, you wouldn't be "changing" human behaviour, you'd be leaning into it, by de-incentivizing 1000 applications with "virtual pain". EG, money leaving wallet. I don't see how to easily prevent this with such a platform, the per-application cost is a no-go, at best you could have hard limits of apps per month.
      - ghaff 3y ago
        The problem is the person who selectively applies to a job or three doesn't need this. The target is the person who has dozens of applications in various stages of flight and is "casting a wide net" to put the strategy charitably.
pacerier 3y ago
I'm confused. Are you honestly selling to the CEO? If someone down the ladder, who exactly?
i000 3y ago
So it looks like you have no clue really why an employer would pay? Maybe when things become tight you would consider selling some user data? Or we can just trust you 100% as you are a solid guy?