Show HN: Non-technical founder MVP = Hustlebee
hustlebee.com
hustlebee.com
It's defining hook, that people using it must accept any job offer, is outlandish. On further inspection I can use Hustlebee to submit applications to multiple companies. Doesn't that make the promise of more dedicated employee leads empty? Why doesn't it at least check the email address to allow only one submission?
If you decide to go back to the drawing board you need to re-examine your views of the job market. There are many more potential employees than there are employers, that is why people apply for multiple jobs at the same time. It really isn't that big of a deal to a company when they extend and offer and it is turned down. Essentially, you are solving the wrong side of the problem here.
One small suggestion: You have a required field that's only has one checkbox option. This is weird to me from a UX point of view. It's also a weird question. I think what you're trying to do is find out if the user is serious about their application or not...
Re: the required field, the goal of the site is to have people commit to take the position upfront. This is what makes it valuable because it allows companies to cut down on time spent trying to gauge how committed their applicants are.
Thanks for the feedback!
Quite. I list a few obvious reasons why a candidate wont want to take a job in a thread above - but this is not to mention the Service Agreement / Employment Contract which could be pages and pages of detailed legalese and, particularily with startups, could have lots of contentious stuff with stock options and so on.
Having your USP as "the candidate promises to accept your job offer" is unreasonable, unrealistic, impractical and most likely unlawful.
There's a lot of room for disruption in recruiting as many agencies/recruiters have poor/unethical practices. Unfortunately this misses the mark for me as an employer and would scare me away if I were looking for work as an unreasonable requirement.
i'll... pass.
If not, and you are still committed to finding product-market fit, perhaps their feedback would be helpful as you refocus on a different problem.
Is it on Hustlebee to pre-qualify? Are you now a technical recruiter taking some % of the annual salary for the first 6/12 months?
Why is hustlebee better than applying directly?
You only place designers/engineers? Even if the company has other openings?
Can you have a page that shows all the opening from that drop-down of companies in one place?
2) I haven't figured out specifics but I'll probably charge companies that successfully make hires through us something similar to what they'd pay via employee referrals.
3) Hustlebee is better than applying directly because companies will treat you as a more serious candidate (just like if you were to create a website dedicated to why you want to work for a company). This streamlines the process for people that REALLY want to work for a company and cuts down on the number of applicants that companies need to vet and the number of companies that people need to apply to.
4) I decided to start with designers/engineers because those appear to be the positions in highest demand right now. I may expand to other positions later but haven't yet decided exactly how I'll go about doing that.
5) I'll try to do this.
A job interview is not a one-way street. It's about discovery and due diligence. It's perfectly acceptable for either side to pull put if they feel that for whatever reason the other side isn't a good fit. And neither side can be sure of a fit until they enter discussions.
You'll just end up shooting yourself in the foot and ditching great candidates: bad for you, and bad for your clients.
You're most likely going to end up having to trawl through millions of applications with no data/info on which to judge them.
I'm also confused as to how this will "get an employer's attention without having to do the recruiting dance." This is pretty much exactly what it's like working with any recruiter. You submit your information to the recruiter, the recruiter contacts companies for you or tells you want available jobs there are and then contacts those you are interested in. From the employers side you have relationships with recruiters who send you over resumes and CV's that are supposedly filtered by relevance and qualifications.
Could you clarify why you feel you offer some benefit over other recruiters to both those looking for work and those looking for employees? So far it seems like you are collecting less information and not doing a skills match which is less than most recruiters I've gotten applicants from have done. For the employee you are saying that you just send on the application. Where is the added value outside of the "I'll accept an offer if I get one" checkbox?
I have not heard of this being a problem at any company ever.
I think taking 5 minutes to find someone at the company and emailing them a personal email will be way more successful for a candidate.
Plus I'd worry that you will sound like just another recruiter when presenting me to the company, so it may end up hurting my chances.