“Before You Apply has profiled two of our teams. Our reach and engagement have grown significantly, and resumes from qualified candidates have quadrupled.
We give Sam, Nate, and Jackson our highest recommendation. They’re consummate professionals who have guided us along the way, delivering immediate wins that are moving the needle.”
– Heather Wilson, Employer Brand + Events at TaxJar
Right now we're charging $3K per team profile. Our best clients are early adopters who don't mind some rough edges. Starting January 1 we'll increase the price to $5K per team. Fair deal, you're wondering? Most companies in this space won’t do squat for under $15K. We’ll be transparent though: there’s a small catch. By default we’ll collaborate with your team using Slack, Zoom, and Google Docs, and make use of our recommended 2-week production workflow. If you can’t use these tools or your org runs on the slow side, our project management costs will go up and we’ll pass them on to you. If this might be you, we’ll revisit pricing on our intro call.
You’re not wrong! We're semi-quietly experimenting with a freemium option. In short, we’ll profile your team for free if it’s the first time we’ve worked with your company and if you get introduced to us through one of our scouts. Who are these scouts? A handful of VCs and friends in the Recruiting/People space. We'll share more about this program in the near future.
We're targeting a wide range of outcomes. The most concrete are recruiting KPIs: outbound response rates, quality of inbound applicants, and number of team member referrals.
But Before You Apply is about more than metrics. We also see it as our role to:
We'll have you sign a contract before we create the profile. It assigns you unlimited, perpetual rights to the content, though we’ll maintain copyright. This means you can use the content anywhere you like—social, careers page, whatever—without paying us any fees, ever. Notably, this is awesome (in our humble opinion), as other services in our space charge you an arm and a leg to license "their" content outside of "their" platform. Notably, our contract also gives you take-down rights, ie: you can request we remove the content from the Before You Apply website. This may come into play when a person featured in a profile leaves your team.
About 10 days, though we rarely start immediately. We work in 2-week sprints. First things first, we’ll get yours on the calendar. Sometimes that’ll be next week, but if your teams is difficult to schedule (more are) then we’ll aim for a month or two out. The sprint itself takes 10 business days for everything: content production, editing, training, and launch.
Now, if you can't GST in a two-week window (you're not alone), you’re not out of luck. Our production team will be happy to work 1:1 with you to design a more modest production schedule. Note, however, that we will charge you more to cover the cost of extra project management.
A humble request: Please trust our process. We’ve been doing employer branding work for a long time and, with team profiles, it’s been quite a ride get the workflow right. We promise that things like over-customization and drawn out timelines will make this less cool for everyone.
Team profiles are built on original content and interviews with your team members. Over the 2-week production sprint, here's what we’ll need from folks on your side.
To say the least, we're just getting started. Next up: user accounts for both companies and candidates. In the mid-term, we'll give teams the ability to add their own content, and candidates the ability to express interest in a few clicks. Further out, our minds are on incentives. The teams that share the most authentic, truthful content should be more visible to the best candidates. And candidates should be rewarded for engaging with a team's content, so that more engagement puts their resume higher on the so-called pile.
Our mission is to make capitalism care about what people care about. Our 10-year vision is to build a social network for the labor market that, 1) incentivizes transparency from both job seekers and companies, 2) creates new norms for how job seekers evaluate companies, and 3) compels companies to create workplaces aligned with the needs, dreams, and values of their employees. We know this is a big bite to chew off, especially as we’re just getting off the ground. But we’re big believers in “go big or go home,” so onwards and upwards. More info on our About page.
The short answer: no. We’ve done extensive research with candidates, especially senior engineers and sales people, to find out what they want to know before they apply for jobs. It’s clear that candidates care most about hearing from “the people I’ll sit next to.” Everything about BYA is created with the candidate in mind. So for now, we’re all about teams.
Generally speaking, no. The questions are standardized to support candidates who like to compare multiple teams/companies. That being said, we’re happy to discuss adding a few bonus questions. Caveat: we may lightly edit your suggestions to match the product voice.
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