Jumpstart: A recruitment startup flipping the job hunt on its head
maddyness.com
maddyness.com
They've placed all of 270 people, "in junior roles within startups, across ops, sales, marketing and their niche: the founder associate role".
And these very early start ups are paying Jumpstart? For access to a handful of vetted ... jr. people?
People want to pay them for that?
The larger question is of course if / how Jumpstart finds these quality candidates, and are the candidates paying Jumpstart too or something?
Why all the hoopla over junior roles? It seems to me that startups need experienced people who are nonetheless excited about the startup environment and energy, and willing to go the extra mile. People like that might be harder to find, thus warranting a dedicated service. I'd be interested.
This is important given the value prop, it's definitely a lot more risky to take on juniors in these kinds of environments. If juniors were paying, Jumpstart might be incentivized to help them despite it not being a great fit for the startup.
Companies which focus on vetted skilled individuals have more flexibility if the brand is trusted. They can charge candidates, ask for % fee of 1st year salary etc. while still providing an acceptable risk.
Editorial failure.
Not that that’s a bad thing, the few boot camps with some rigor to them do have a solid track record of generating candidates from non-traditional backgrounds.
From their website (https://www.jumpstart-uk.com/):
For Startup Employers. Join us as a Startup Partner and we’ll build out your team with proactive people.
Pitch your role(s) to a cohort of top-quality candidates, and show them why your startup is the one to join.
******Meet 30+ people who have been hand-selected from 2k+ applicants in just******
Hire people who have received 20+ hours of essential training (communication, problem solving, marketing, Excel and so on) before their first day.
Find your next generalist or commercial hire,As a hiring manager, I was constantly in the position of having to pitch the job to the candidate.
I feel it worked out. We got quite a few highly skilled people, that stayed for a long time, but the hiring process was quite gruelling, for me.
40 years? Lets see what Volker was doing to maintain that position.
60 years? Now you're getting to a place that the term might have made sense. But only in this place, and only if your entire career lasted less than 15 years.
80 years? Well, we're in a war, don't know how much that counts for job prospects but a military career is a career.
Dot bomb was a specific nuclear winter for tech which I personally only managed to get through, albeit with not great earnings through the 2000s, with great fortune as I landed something new almost immediately. The broader economy was much less affected just as tech was less affected by 2008.
It was exactly the same a generation ago. unless you’re referring to industries that used to have strong unions 3-4 generations ago or something.
The equity equation for startups changed over time because the abundance of venture capital made it possible for startups to avoid going public to raise capital, and the attendant scrutiny. But this meant that workers' equity stayed illiquid longer. I do not think startups conspired against workers.
To some extent, it can feel very different depending on whether you’ve got a family to support. Having a family as a sense of purpose makes you want to choose something more solid in service of that. But to those without kids, finding purpose in work can feel more appealing and compromising on security and pay to get that freedom and sense of purpose can be much more compelling than trying to find purpose in money, which is just a losing proposition for most people.
Now you’ve made him out to seem like a liar…
Also, not every startup is “pre-revenue” with 6 months of runway. There are many startups out there with real product-market fit, several years of runway, and prudent financial management in place.
On the one hand, I find that disrespectful on the part of management. On the other, it allows job-seekers to remain quiet about what happened. If I'm not asked directly if I'm still there, I don't talk about it.
Yes there are pitfalls to permanent contracting, and some folks dont have the stomach for it. As a contractor, I see employees doing less and less dedicated work, and also when it comes to devops training and cloud adoption employees usually seem behind the curve.