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inVitagroup Pitch Deck
inVitagroup Pitch Deck
inVitagroup Pitch Deck
inVitagroup Pitch Deck
inVitagroup Pitch Deck
inVitagroup Pitch Deck
inVitagroup Pitch Deck
inVitagroup Pitch Deck
inVitagroup Pitch Deck
inVitagroup Pitch Deck
inVitagroup Pitch Deck
inVitagroup Pitch Deck
inVitagroup Pitch Deck
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inVitagroup Pitch Deck

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  • 1. inVitagroup
    judge by character
  • 2. inVitagroup
    judge by character
    Services: profit
    profit: Matching hiring authorities and applicants on the basis of validated personality factors
    profit: Matching hiring authorities and applicants on the basis of validated personality factors
  • 3. inVitagroup
    judge by character
    Services: Delphi & Marathon
    Delphi Recruitment: Tailored job postings through proprietary psychographic marketing advice
    Marathon Software: Automated job postings and customized personality assessments
  • 4. inVitagroup
    judge by character
    Advisors
    - Professor of Industrial-Organizational Psychology
    Mark David Scott, Ph.D.
    Co-President & Founder
    - Management Consultant
    - Published Personality Researcher
    - Online/Traditional Marketing Consultant
    Matthew Myers
    Co-President & Founder
    - Product/Service Branding Specialist
    - Media Purchasing Specialist
  • 5. inVitagroup
    judge by character
    Market Size
    Current unemployment rate of 9.1% (approximately 14.5 million people in the U.S.)
    =
    High growth segment with a large market
    By “eHarmony-izing” the job market, our value proposition is distinctive in the online recruitment industry
  • 6. inVitagroup
    judge by character
    Key Competitors
    - Seen as “too complex” and “too impersonal”
    - Severe lack of applicant selectivity
    - Career assessments lack validity and are not used to obtain “Person-Organization Fit”
    - Locate jobs via broad algorithms specifying non-predictive criteria
    - Utilize generic job postings
    - Increase likelihood of inadvertent adverse impact
  • 7. inVitagroup
    judge by character
    Competitive Edge to Users
    Job-seekers will be provided with individualized job postings that match their personality profiles
    Following recruitment, job-providers will already have validated, predictive personnel data on applicants
    Job postings will be tailored for maximum impact on the basis of psychographic marketing principles
    Job-providers will target their recruiting strategies to maximize “Person-Organization Fit”
    Job-providers will reduce adverse impact at the first stage of personnel selection
  • 8. inVitagroup
    judge by character
    User Acquisition
    Launch
    Growth
    Maturity
    Penetrating the market with competitive pricing (within the framework of “freemium” services)
    Initial marketing will focus on inbound (“pulling”) strategies, with a focus on social media engagement
    We will then shift our focus to a more “pushing” marketing strategy
  • 9. inVitagroup
    judge by character
    Financials
  • 10. inVitagroup
    judge by character
    Financials
    Assumptions
    Investment: $1.5M
    Stake: 15% (negotiable)
    Hurdle Rate: 5%
    NPV: $15.8M
    IRR: 141%
  • 11. inVitagroup
    judge by character
    Financials
  • 12. inVitagroup
    judge by character
    Exit Strategy
    Allows Facebook entrance into the online job search industry; inVitagroup services are likely a “natural fit” with personalized social networking
    Allows Microsoft entrance into the online job search industry; possible integration with Bing search engine
    Unique service offerings will allow one of our competitors to clearly “emerge from the pack”
  • 13. inVitagroup
    judge by character
    O
    W
    T
    S
    Strengths
    Unique service offerings; job success/satisfaction hinges on “Person-Organization Fit”
    Opportunities
    Socioeconomic time is right for corporations to start hiring again
    Weaknesses
    Lack of startup capital; current lack of computer engineering staff
    Threats
    Well-financed companies will not cede market share easily
    Strengths
    Large pool of both individual and corporate customers gives us a large target market
    Opportunities
    Considering recent EEO case law trends, personality assessment will be a dominant personnel selection method
    Weaknesses
    New entry into a well-established market; difficult to forecast sales growth
    Threats
    Industry will move to match our service offerings; we need to keep innovating

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