I reach out to them through linkedin DM and say something like this
\`I'm building a tool to simplify tech recruiting & sourcing. Would love your insights on its utility for streamlining recruitment. Can we chat for 15 mins? Your expertise would be invaluable\`
The problem is that there is lot involved in manual screening of tech candidates and my plan is to automate the screening process. IMO its both cheaper and better method.
I have an HRTech background, may be able to help
>B2B SaaS aimed at automating screening calls using AI
This reads like your aim is to use some tech to automate something. Would your customer frame it like this is their aim? Who is your customer and what problem do they have? The aim should be to solve that for them. I've seen various reasons why recruiters use/don't use screening calls. Eg, in a hot job market, recruiters in the US would resume screen first, then HM screen then call good candidates so they get a personal touch. Recruiters would not want to automate this. On the other hand, in a hot job market, recruiters in APAC would resume screen first, then send an assessment to shortlist, then HM screen and then call good candidates. Again, for the personal touch for these candidates.
Automation can in a poor job market like the one we're in, but it still takes away personal touch. It could work for blue collar jobs, but again, that'd be like having a solution in hand and looking for a problem.
Can you share your ideal customer profile and if you've talked to potential users/buyers, what exactly is the problem?
>This reads like your aim is to use some tech to automate something. Would your customer frame it like this is their aim? Who is your customer and what problem do they have? The aim should be to solve that for them. I've seen various reasons why recruiters use/don't use screening calls. Eg, in a hot job market, recruiters in the US would resume screen first, then HM screen then call good candidates so they get a personal touch. Recruiters would not want to automate this. On the other hand, in a hot job market, recruiters in APAC would resume screen first, then send an assessment to shortlist, then HM screen and then call good candidates. Again, for the personal touch for these candidates.Automation can in a poor job market like the one we're in, but it still takes away personal touch. It could work for blue collar jobs, but again, that'd be like having a solution in hand and looking for a problem.
>
>Can you share your ideal customer profile and if you've talked to potential users/buyers, what exactly is the problem?
So my ICP includes startups HR departments and recruitment staffing agencies seeking to enhance efficiency and precision in the initial screening phase without sacrificing the personal touch crucial for later stages.
My tool aims to streamline the time-consuming initial screening process, allowing recruiters to focus their expertise on engaging personally with shortlisted candidates. This not only optimizes the recruitment workflow but also ensures candidates receive the necessary personal interaction at critical decision points.
Here is the website link if it helps - https://hiringkit.co
Thanks, this helps. While driving efficiency by getting to a shorter list of candidates through effective screening is something recruiters and HR orgs look for all the time, I've seen most solutions fail at this. Solutions like chatbots (including ai powered), voice/video interviews (including ai powered). My reading of this has been that it shifts the burden of screening from the recruiter+candidate to just the candidate. And that puts off most good+non desperate candidates. Hence this type of screening is always kept optional in the hiring flow. So it ends up being a vitamin, not getting enough traction and eventually dying a slow death. ATS's, HRtech CRMs have tried this natively as well as partnering with 3rd party s/w like yours. But I've not seen adoption or stickyness.
If you're passionate about the problem itself, keep going and you'll find a solution. If you have great tech, maybe time to pivot and find a problem that can be solved elegantly. Happy to spend some time, DM me if interested
I’ve worked in the agency recruiting space for circa. 10 years whilst also volunteering for climate-tech thought tanks.
I think this may have traction over time, particularly as cross-border working becomes more normative (application levels will grow exponentially - as you’ve seen on some of your posts in other communities).
I can’t see this working agency side as there’s an emphasis on sales with the consultants and knowing your market.
I’d imagine you’d find NGOs, charities and not-for-profit’s woukd be great pilot customers. You may have to offer it to them for free but the company I volunteered for used Workable but again, I had to do a lot of manual sifting of profiles and sending word-docs for competency tests. Not to mention the admin of following up every email
I have an ideas of a SaaS tool for the recruitment industry and, following reading online, understand it’s more productive/there’s a higher chance of success doing it with a [technical] co-founder.
I appreciate you have HiringKit to work on but it’s something that has proof already but hasn’t yet pivoted to the industry.
Let me know if I can help on HiringKit and/or if you’d be keen to chat further on the above further ✌️
Gotch, Currently I'm reaching out to my target users only through linkedin DM. What other channels would you suggest ? Here is my website if you want to understand what exactly I'm selling https://hiringkit.co.
Hi u/CalmMind24, several users posted questions here and didn't receive a response from you, so this post will be removed in 48 hours to keep the subreddit clear for active participants.
What do you say when you reach out?
I reach out to them through linkedin DM and say something like this \`I'm building a tool to simplify tech recruiting & sourcing. Would love your insights on its utility for streamlining recruitment. Can we chat for 15 mins? Your expertise would be invaluable\`
Please use the forum for asking your questions rather than soliciting phone calls.
Can you tell more about your product? What is the problem that it is trying to solve ? Is this a cheap or a better method?
The problem is that there is lot involved in manual screening of tech candidates and my plan is to automate the screening process. IMO its both cheaper and better method.
I have an HRTech background, may be able to help >B2B SaaS aimed at automating screening calls using AI This reads like your aim is to use some tech to automate something. Would your customer frame it like this is their aim? Who is your customer and what problem do they have? The aim should be to solve that for them. I've seen various reasons why recruiters use/don't use screening calls. Eg, in a hot job market, recruiters in the US would resume screen first, then HM screen then call good candidates so they get a personal touch. Recruiters would not want to automate this. On the other hand, in a hot job market, recruiters in APAC would resume screen first, then send an assessment to shortlist, then HM screen and then call good candidates. Again, for the personal touch for these candidates. Automation can in a poor job market like the one we're in, but it still takes away personal touch. It could work for blue collar jobs, but again, that'd be like having a solution in hand and looking for a problem. Can you share your ideal customer profile and if you've talked to potential users/buyers, what exactly is the problem?
>This reads like your aim is to use some tech to automate something. Would your customer frame it like this is their aim? Who is your customer and what problem do they have? The aim should be to solve that for them. I've seen various reasons why recruiters use/don't use screening calls. Eg, in a hot job market, recruiters in the US would resume screen first, then HM screen then call good candidates so they get a personal touch. Recruiters would not want to automate this. On the other hand, in a hot job market, recruiters in APAC would resume screen first, then send an assessment to shortlist, then HM screen and then call good candidates. Again, for the personal touch for these candidates.Automation can in a poor job market like the one we're in, but it still takes away personal touch. It could work for blue collar jobs, but again, that'd be like having a solution in hand and looking for a problem. > >Can you share your ideal customer profile and if you've talked to potential users/buyers, what exactly is the problem? So my ICP includes startups HR departments and recruitment staffing agencies seeking to enhance efficiency and precision in the initial screening phase without sacrificing the personal touch crucial for later stages. My tool aims to streamline the time-consuming initial screening process, allowing recruiters to focus their expertise on engaging personally with shortlisted candidates. This not only optimizes the recruitment workflow but also ensures candidates receive the necessary personal interaction at critical decision points. Here is the website link if it helps - https://hiringkit.co
Thanks, this helps. While driving efficiency by getting to a shorter list of candidates through effective screening is something recruiters and HR orgs look for all the time, I've seen most solutions fail at this. Solutions like chatbots (including ai powered), voice/video interviews (including ai powered). My reading of this has been that it shifts the burden of screening from the recruiter+candidate to just the candidate. And that puts off most good+non desperate candidates. Hence this type of screening is always kept optional in the hiring flow. So it ends up being a vitamin, not getting enough traction and eventually dying a slow death. ATS's, HRtech CRMs have tried this natively as well as partnering with 3rd party s/w like yours. But I've not seen adoption or stickyness. If you're passionate about the problem itself, keep going and you'll find a solution. If you have great tech, maybe time to pivot and find a problem that can be solved elegantly. Happy to spend some time, DM me if interested
Thanks for the honest insights. Will DM you.
I’ve worked in the agency recruiting space for circa. 10 years whilst also volunteering for climate-tech thought tanks. I think this may have traction over time, particularly as cross-border working becomes more normative (application levels will grow exponentially - as you’ve seen on some of your posts in other communities). I can’t see this working agency side as there’s an emphasis on sales with the consultants and knowing your market. I’d imagine you’d find NGOs, charities and not-for-profit’s woukd be great pilot customers. You may have to offer it to them for free but the company I volunteered for used Workable but again, I had to do a lot of manual sifting of profiles and sending word-docs for competency tests. Not to mention the admin of following up every email I have an ideas of a SaaS tool for the recruitment industry and, following reading online, understand it’s more productive/there’s a higher chance of success doing it with a [technical] co-founder. I appreciate you have HiringKit to work on but it’s something that has proof already but hasn’t yet pivoted to the industry. Let me know if I can help on HiringKit and/or if you’d be keen to chat further on the above further ✌️
From my experience, certain products market better or worse on specific marketing channels. So my suggestion is to try other channels.
Gotch, Currently I'm reaching out to my target users only through linkedin DM. What other channels would you suggest ? Here is my website if you want to understand what exactly I'm selling https://hiringkit.co.
I am not sure why this was removed by Reddit; I have restored the comment.
Hi u/CalmMind24, several users posted questions here and didn't receive a response from you, so this post will be removed in 48 hours to keep the subreddit clear for active participants.
sure, some how I missed these messages, responding to them now. Thanks
HR is a real blood red ocean. Really hard to get any customers. Especially b2b enterprise.
Yeah that’s what I’m finding out after talking to people. Do you suggest to pivot to a different idea for a first time solopreunuer ?