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Puffling [SMART 100, 2018]

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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…

Sarah Parker and Lija Wilson spent 15 years each working up to C-suite levels in careers they loved. Something then changed to grind these careers to a halt – they had children. 50% of women leave their employers after mat leave due to a lack of flexibility. This is a huge cost for businesses, contributing also to the gender pay gap and lack of leadership at senior levels. Lija spent 8 years working in online dating. They applied these principles of looking for love to career dating and launched tech platform, Puffling.

2. WHAT & HOW

The purpose of this innovation is to…

…enables candidates who want flexible or part time senior roles to match, create a joint CV and interview together. It uses a proprietary algorithm. It’s a tangible solutions for businesses to support flexibility.

It does this by…

…allowing businesses to tap into an off market talent pool. It uses technology and matching algorithms to create highly valuable job pairs. Businesses get 2 brains for the price of one, double the experience and double the networks. It automates processes for internal talent attraction, retention and disrupts the antiquated models in recruitment.

3. PURPOSE & BENEFITS

This innovation improves on what came before because…

…Puffling has the power to increase the labour force participation rate, therefore boosting GDP. It also has the ability to impact the gender pay gap by getting more women back to senior levels after career breaks. It has wider implications for changing the future of work for anyone wanting flexibility, increasing productivity and engagement in organisations.

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

Access to an untapped pool of senior talent, a tangible solution to support flexible work, diversity and inclusion and a way to not only attract great talent but also retain.

4. COMPETITIVE LANDSCAPE

In the past, this problem was solved by…

Job share has suffered from a negative stigma where businesses often force two employees together or limit this to a ‘job split’ for admin type roles. We use technology, an algorithm and online dating principles to empower candidates in forming their own senior pairings. We are an end to end solution for candidates and businesses utilising technology to automate.

5. TARGET MARKET

It is made for…

Return to work women in the MVP as it offers the greatest talent pool right now but our service works for anyone looking for part-time of flexible work – dads, carers, those studying, burnt out execs. We target businesses who have a need for D&I or flexible work solutions.

It is available for sale through…

An online platform, free for candidates and contracted to businesses once they list roles via a variety of payment options.

Our marketing strategy is to…

Leverage the power of WOM and social, already evidenced by the 1800 candidates who have signed up with minimal marketing and to drive awareness and the benefits via PR and our own approach to presenting and selling to customers.

 

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.

Maven Judge Vote: Puffling – Smart 100 2018
(Please note – The form below is for judging purposes only and is restricted to the public)