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* The Problem: Too Little, Too Late
Traditional screening practices screen out the most applicants using the worst data, resumes.
01. 02. 03.
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* The Validation: Looking for Solutions
Thought leaders are looking for a better way to screen applicants.
“We want students to have greater self-awareness...to improve their ability to manage emotions and influence others.”
“Tom Kolditz, Yale Leadership Development Program DIrector
“The only thing that works are behavioral interviews.”
“Laslo Bock, SVP People Operations, Google
Emerging SolutionsFocusing on video to improve interview experience
Up front qualitative & quantitative screening of EVERY applicant.
360 Degree Profiles Ranked profiles get viewed, rated and
shared with all decision makers.
Committee weighs in Top performers are benchmarked going
forward. Constant improvement.
Benchmark & Improve
*The Solution:VizApply Prototype
Benchmark Consulting High Margins
Sales Force Big leagues
LTV/CAC=5x Finance growth
Tiered Subscriptions $1000/mo
* Business ModelSaaS Metrics
Step One Organic growth w/ high support standards = upsells and negative churn.Step Two If Revenue of $2mm in year two, then hire direct enterprise sales force.
2011 2012 2013 2014
* Market Opportunity
FORTUNE 1000
HR software replacement
8% YoY
Market Growth
IBIS World HR & Payroll Software Market Report, July 2013
SaaS HR projected to hit $5B by 2014
*John Moore, CIO.com Why SaaS HR Software is Ready to Take Off, July 09, 2013.
Fortune 1000 to replace legacy HR software
*
$5B 90%