In the past week, many people asked me why did we decide to step into HR. As it is an extremely competitive market — full of established players, popular job platforms and funded startups. It's also one of the most difficult industries in terms of “product” — as your end product are real PEOPLE.
This is why..
I cannot even count how many different job posts I've put together in the last few years. It's always the same story — you need to hire; so you put together the job postings, you share it via your channels (website, social media, etc.) and you upload it to all relevant job boards. And then you wait for applications to come in..And you pray to God for good ones.
The problem is — the process itself. Think about it, let's say you need to hire someone to take care of you growth marketing. You put together a convincing posting — and you share it through a couple channels. At this point, you are basically limiting your search to your current audience, the audience of the job board(s) and maybe one or two additional channels. Whereas, when you are for example searching for your next marketing tool — you are going to search the entire Internet before you find the optimal solution.. Now, isn't that kind of strange?
There are 3–4 main ways companies find new employees;
- Job Boards — like Monster.com and probably like 2 million others.
pros: it's easy | you might get some applications in fast
cons: limited audience | it will cost you $$ without any guarantees | you might need use 3–4 different ones | managing outdated postings
- Your Audience + Referrals — if your company is popular enough, you might be able to get in some applications through your own channels or through some referrals, etc.
pros: zero costs | great for finding like-minded people
cons: not everyone can pull this off | (again,) limited audience
- Headhunters / Agencies — usually Executive Search or Technical positions
pros: personal touch | usually you only pay when you hire
cons: it's going to cost you big $$ (usually 10–20% of annual salary)
We are introducing Headhunting 2.0.
You no longer have to create 15 job posts, you only need to brief us once. We combine the personal touch and custom search, with our data backbone from Spaceship.
We can do things — no job board or headhunter can do. We can reach literally anyone you want. Need to hire someone who likes pandas and singing in the shower? No problem. Need to hire your competitor's CMO? No problem. Need to hire right now? No problem, we are ready.
How it works
Tell us who you need to hire. We will share with you a bunch of relevant profiles. Then, we schedule interviews with the ones you like the most. So you can focus on what truly matters = hiring… And we won't stop until you hire.
Business Model aka How much does it cost?
Whenever we think about pricing, we ask ourselves 2 questions:
(1) How much do we need to charge to make this scalable?
(2) What if we fail to provide customers with the promised value?
Consequently, we've decided to charge a flat upfront fee which is way below the usual market rate (no-where near the 10–20% annual salary). And if you don't hire within 30 days, we will issue a refund. Simple as that. What's more for NGOs and non-profits we offer a Private Beta package, when we charge only when you hire.
So this is why we stepped into HR. As we’ve only launched Spaceman last week — we would appreciate any kind of feedback! You can just comment below or chat with us on our site ;)