Home SMART 100 2015 TalentVine

TalentVine [SMART 100, 2015]

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This SMART 100 profile and the information it contains is a duplication of content submitted by the applicant during the entry process. As a function of entry, applicants were required to declare that all details are factually correct, do not infringe on another’s intellectual property and are not unlawful, threatening, defamatory, invasive of privacy, obscene, or otherwise objectionable. Some profiles have been edited for reasons of space and clarity.

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1. THE BEGINNING

This innovation initially came to life when…

I had heard enough employers mentioning the need, so I decided to take out a loan, quit my job and left Sydney to bootstrap on the Sunshine Coast where I could start testing the MVP service in a small area with nothing but a single webpage and lots of manual backend work.

2. WHAT & HOW

The purpose of this innovation is to…

…connect employers to shortlists of pre-screened, best-fit candidates from competing recruiters who are bidding on a silent auction for the opportunity to present the candidates.

It does this by…

Save employers time, costs and provide them with more transparency into the industry. We help employers outsource their recruitment by selecting ideal agencies based on silent auction fees, previous ratings, understanding of the cultural fit and similar roles recruited previously.

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3. PURPOSE & BENEFITS

This innovation improves on what came before because…

DIY recruitment takes time, resources and doesn’t attract the best candidates. Recruitment agencies find you the best candidates but their fees are exorbitant. The main benefit is that employers easily get the best-fit recruiters, which allows smaller recruiters to compete with national agencies on merit and price-point.

Its various benefits to the customer/end-user include…

Silent auction recruitment outsourcing. Also have video recording functionality and cultural measurement tools that allow the employers to easily share their exact candidate and cultural fit needs across the network as opposed to just skills and work experience.

4. COMPETITIVE LANDSCAPE

In the past, this problem was solved by…

…having to sign recruiters onto Preferred Supplier Agreements to get discounts or contacting large numbers of recruiters to see what fees each would be willing to work for. When deciding which recruiters to work with, they often had nothing more than the recruiter’s word to differentiate who is best.

Its predecessors/competitors include…

RecruitLoop where you can hire a recruiter on an hourly basis which involves upfront fees before even seeing the quality of a candidate. Search Party relies on recruiters submitting candidates to the database but there’s no need when LinkedIn exists.

5. TARGET MARKET

It is made for…

Any organisation that employs staff as TalentVine is being used by startups through to corporates. The target role types are white collar, above 60k salary in an organisation that has no internal recruitment team. With 2.2million roles advertised annually, the target market size is approx 400,000 national roles per year.

It is available for sale through…

www.talentvine.com.au and our referral network of industry contacts who receive a 50% revenue split for referrals.

Our marketing strategy is to…

LinkedIn promotions and activity, contacting employers as soon as they advertise a role on Seek, attending industry events and trade shows, Google advertising and edms through our own growing database.

FINE PRINT: This SMART 100 profile and the information it contains is a duplication of content submitted by the applicant during the entry process. As a function of entry, applicants were required to declare that all details are factually correct, do not infringe on another’s intellectual property and are not unlawful, threatening, defamatory, invasive of privacy, obscene, or otherwise objectionable. Some profiles have been edited for reasons of space and clarity.

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