I know a lot of people looking for a new job — almost all of them are currently employed. To try to solve this problem a friend and I launched Jobs52.com
On a weekly basis I hear from old friends, colleagues, and folks just looking for advice on how to get to their next job. I try to be helpful, point them to my thoughts on the subject, and give them my advice. Over the past 6 months or so this has picked up so much that I started asking more and more of these job hunters what they were looking for, how they went about their search, and how I could best help them figure out what would be next. Perhaps a little selfishly I began to look for a more structured way to solve their job search problem and come up with a more productized way to help them find a new role.
It was around this time I started talking to my friend Adam Sigel about this job seeker overload and we got to brainstorming potential solutions.
A few common “friend” questions;
Do you know of any good companies hiring?
If I want to leave in a few months what should I do next?
How do I apply for a job if I am currently working?
Will I get fired if they find me searching?
What is the best way for me to “get myself out there”?
Do I need an updated resume?
Do you know of any companies I could talk to?
Can you help me go on some informational interviews?
Who should I send my resume to?
Who should I tell that I am searching for a new job?
If the company I like doesn’t have an open job listing, can I still apply?
Adam and I began to combine all our friends questions together and came up with a better way to organize them, turn them into a structured dataset, and map out how to get them back out into companies hands faster. Our alpha version of this is up now at Jobs52.com — a faster way to connect amazing people at scale with great companies.
If our goal is to match people with great companies, we have to answer the question “what is the minimum information for a job provider necessary to take a meeting with a potential candidate?” On the other side of the marketplace those companies interested can sign up to get emailed a structured set of candidates tailored to their job opening. By putting the onus in the hands of the applicant in an anonymous way we are reducing the friction in the process, and making it more comfortable for the job seeker to put themselves out there. As a company looking to hire, all you need to do is enter your email address.
So how does this all work?
Step 1: Job hunter fills out Jobs52.com anonymous profile
Step 2: Hirer signs up for weekly email of job hunter
Step 3: Hirers express interest in job hunters they like
Step 4: Jobs52 tells job hunters who and when a hirer is interested
Step 4: Job hunter tells Jobs52 whether or not to reveal contact information
There are lots of job searching startups out there and it’s a crowded space, but we think there is something missing. Companies engage in “passive recruitment” having employees and recruiters reach out to those already working. They also want referrals and most of those come from employees who have friends looking to change jobs. The Jobs52 talent pool is focussed on people who currently have jobs. It is a new platform for job seekers to confidentially search for a new role. Instead of trying to solve all the problems at once we are going after a very specific niche (you could argue almost too small) of “our friends actively looking for jobs in startups”. I really love the “Peter Thiel go after small markets” rule and maybe by testing this out we can see if we are onto something.
They say that if you are not embarrassed by Version 1 then you didn’t launch early enough. This is our ultra lightweight V1. Jobs52.com is a domain I have owned for a while with the thought that I could get 1 person a job a week for a year (think small) and now repurposed for this task. We are using Strikingly behind the scenes for a lightweight single landing page, Google Forms to structure the data and MailChimp for email deliverability. It’s not the most advanced setup — but we don’t need all that.
Thanks for reading this far — feedback and comments most welcomed!