Highlight 26
• Marketplace Model in Recruiting:
- Initially operated as a lead generation agency charging placement fees (15%)
- Evolved into talent marketplace with weekly refreshed candidate database
- Key learning: Marketplace model not necessarily superior to traditional agency model
- Works best at scale but requires significant software investment
- Better suited for high-volume segments like temp staffing
• Client Expectation Management Framework:
- Don’t take initial requirements as fixed/final
- Challenge assumptions and understand underlying needs
- Regularly reconfirm requirements as they often change
- Focus on solving core pain points rather than just executing stated requirements
- Major value-add comes from coaching clients to adjust expectations
• Brand Building Approach for Recruiters:
- Show consistent presence on LinkedIn through regular posts and interactions
- Focus on micro-interactions to demonstrate human element
- Build relationships through content creation (podcasts, videos, etc.)
- Aim for 1-2 years of visible industry presence
- Creates trust and improves response rates from candidates
• AI Impact Assessment Framework:
- More noise in outreach requiring stronger human element
- Better signal extraction from unstructured data
- Enhanced candidate research capabilities
- Improved conversation analysis through AI note-taking
- Focus on brand/relationships to stand out from AI-generated content
• Long-Term Success Strategy:
- Build relationships across industry (competitors could be future employers)
- Keep options open through positive interactions
- Focus on learning and community involvement
- Ensure business model is scalable beyond initial success
- Plan for 5-10 year horizon rather than short-term gains
• Investment Evaluation Framework:
- Team dynamics as primary factor
- Market potential and timing
- Defensibility and scalability of model
- Need for unique market insight/angle
- Understanding of realistic growth limitations in recruiting industry