1. hiremymate/mymatesgreat
(work in progress)

33. Cluttered
news feeds
filled with eye
tests, spelling
challenges
and other
nonsense..
I have 700
connections. I
probably
engage with
less than 5%
and have had
no interaction
ever with any
of the others.
122 new
messages in 5
days
The rise of the
professional
stalker

47. Graduates Beauty & Fashion
Events & PR Digital & Tech
Sales Exec

48. Employer Candidate
• Higher quality candidate
• Less wasted management
time
• ‘Better fit’
• Improved retention rates
• Rapid hire capabilities
• Low risk of failure
• Aids employer branding
• Lower cost
• Used a entry and board
level.
• No more in mail spam from
recruiters
• Tailored and relevant
referrals
• Control over interaction with
clients/market
• Increased interview volumes
• Insight into how you are
regarded in the market.
• Access to key decision
makers
• Direct insight into life at that
company

50. Competitors Pro Con Revenue
Hire My Friend
(UK)
Very easy to use,
Twitter followers
endorse your
profile. More
influencers the more
visible you are.
It’s awkward to ask
friends for
endorsements. You
have to be proactive.
No clue who employers
are.
They charge
employers
£199 pm to
contact an
unlimited no.
of candidates
Jibe- Get Referred
(US)
Candidate driven
referrals, unburdens
employees.
Relies heavily on
candidates network
and being connected
to the company.
Employers
pay a monthly
subscription
Zao
(Israel/US)
Gamification of the
referral process.
leaderboards and
prizes.
Limited to PC’s and
involves referrers to be
engaged and proactive
in the process
Pricing on
Request but
they give you
a one month
free trial.
GooodJob
(US)
Employees opt in
and Employer send
job alerts through
the employees
social networks.
The employer decides
the message and tone
of the alert on the
employee’s behalf.
Employers
pay a monthly
subscription
available on
request.

53. • By 2016 there will be more smartphones than people in the
world
• Average smartphone user spends 119 minutes a day on their
phone = a very captive audience.
• In UK 5 million users reached for their phone on average 9 times
a day
• Smartphones out do computers 4:1
• 77% of jobseekers use mobile job search apps.

55. 1. Market for Talent Acquisition and Staffing in UK
£27 billion (2013.)
2. Global industry worth $400 billion
3. 1/3 of the industry is dominated by job posting
platforms and portals.
4. Linkedin ‘Hiring Solutions’ generated $84 mil in
revenue in 2012.
5. Linkedin think their ‘job postings ‘ feature is
going to be worth $2 billion.

56. Pay per
message
blast
(upfront
revenue)
% of
referral
bonus (on
success)
Enterprise
Packages
(annual
subs)

57. Revenue strategy 1: Referral Bonus (take 10% on every successful hire)
1. 36- 72 million jobs posted globally on portals a year.
• 10% of market = 3.6 – 7.2 million Jobs
• 1% of market = 360,000 – 720,000 jobs
Assuming the average referral bonus is £1000 and we keep 10% and have 100% fill rate:
• 10% of market = 3.6mil*£100 = £360million
• 1% of market = 3.6*£100 £36million
Fill rates expected to be approx 40% = £144 million and £14million
Assume UK accounts for approx 10% of global market:
Generate revenues of £14million and 1.4million
2. 617, 314 people found a perm job via an agency in UK (2013)
• 10% of market = 61,731*£100 = £6.1mil
• 1% of market= 6,173*£100= £610k

58. Revenue strategy 2 – Pay per listing/message.
Assume each message costs £2 to blast to your network and you send a message 5 times for each role.
1. Job postings
• 10% of market = 3.6mil*£10 = £36mil
• 1% of market = 360,000*£10 = £3.6mil
• UK market = £3.6mil or £360k
2. % of recruiter market.
• 10% = £610k
• 1% = £61k