We exceeded all expectations in the public beta
Meet the new Offrd and get a sneak peak into our learnings/data from the beta

We launched the public beta of Offrd on 4th April 2017. In three and half months, a lot has happened with regards to how we have been received by candidates and companies alike, what have been our learnings and most importantly where we are headed in the next few months.
This is an effort from our side to present everything transparently to our users and supporters.
But, before that, today is an important day as we have launched a revamped version of Offrd.
Let us know what you think about it. Here it is: www.offrd.co
Most important measure of a product is what users think about it and below is a snapshot of the kind of messages we have heard from candidates during the beta.
They love us:




They really really love us:





To sum it all, below is how our most important metrics looked like in 3.5 months:
20,000 users, 25 challenges, 21 companies, 200+ solutions, 30+ direct interviews, 3 hires( seven in the pipeline)
When we started the beta we were skeptical whether candidates are willing to work hard to land a great job.
Traditionally, it has all been about going to platforms like Angel List and LinkedIn and applying to multiple jobs at once without a second thought and hoping you will get calls.
We were challenging this behavior of candidates and we have been left pleasantly surprised by the amount of time, thought and energy candidates have invested in drafting detailed and analytical responses to challenges.
Don’t believe us? You can refer the two solutions below to get an idea about what we have been seeing on the platform.
These are only samples of what we have been seeing on the platform, it has left us truly humbled to be experiencing candidates adopting the model with open arms and all assumptions about the model on this side are now out of the window.
Points below describe our learnings and observation about the challenge based approach to non-tech hiring on the candidates side:
- We do have a huge mass of people who are willing to work hard to get hired by top companies
- Challenge based approach to hiring on the non-tech side is not as hard to standardize and scale as it is conceived to be
- The model does give candidates an opportunity to showcase why they are a better fit compared to anyone else.
- There is a very strong feeling of being ignored and left to fend for it-selves in the non-tech world. There has been almost zero innovation that has happened for this section leaving candidates no option but to rely on the age old resumes, that has stopped serving much purpose in the new age world.
- Contrary to popular belief, non-tech roles are a much bigger priority to fill and much harder to find for companies. Don’t believe us, see the data below.

It has been a realization of sorts particularly the fact about market, candidate motivation and the need to build a truly world class platform to serve this side of the table. Today, we have taken a step forward in that direction.
It is only befitting that we also take this opportunity to thank every user, supporter and well wisher who helped us reach a point from where there is only moving forward.
Coming to company side, we have seen all kinds of results.
Thankfully, most of them found the solutions to be great and something that is not available through any other channel.
In a few cases, we couldn’t meet the requirement due to multiple reasons, biggest being we are still reaching critical mass of users for all segments in non-tech to be able to serve each and every company and their varying needs.
Pretending everything went hunky dory is detrimental to the well being of an entrepreneur and the product. We have tremendous amount of work left( making it challenging and exciting) to reach a point where we serve all possible needs of companies.
Said this, because the majority of companies loved the experience below is what they had to say:


Points below describe our learning and observations on the companies side.
- Companies are willing to adopt a new methodology to hire non-tech talent. Only thing that matters to them is how they can find the right talent and not the channel
- Companies agree that in today’s date when they are hiring for non-tech roles, they don’t only look for a fit in terms of skills. They want to see how much a person can live and breathe what they do, and that is very hard to judge through resumes
- Conventional methods of hiring have stopped working not only for tech, but for non-tech TOO!
Finally lets us give you a hint on where we are headed:
Offrd from here would become personalized, intelligent and much more user friendly.
You can decode what we mean by the fact that we are changing our one liner:
Offrd is now a platform that helps companies hire pre-assessed non-tech talent through business challenges and persona matching.
If you really reached here, you well and truly love us. Go an extra mile for the love and press the heart icon. Love only grows when shared :)
Thank you once again to our users, supporters and well wishers.
With Love,
Team Offrd
