The common recruiting process is excessive time-consuming, especially for simple jobs: the personal data of the candidate and his skills are actually all you may need. The classic approach: application letters and CVs is often associated with effort which offers no additional value either for employers or candidates.
JobNinja is the simplest and fastest recruiting platform ever conceived: if you know how to use Tinder, then you’re already familiar with JobNinja! We focus on unqualified jobs which do not require a formal CV. We reduced the profile to its bare minimum making it easy to fill it even on smartphones but still enough for companies to compare and select the right candidate.
We’re the first digitalising and structuring this low end market (5 mio. job placements per year in Germany).
A lot of funds are in recruiting now
Missing the real target market, recruiting with big enterprises
Not an automated market, it's a personal and human field
Too much competition
Low end is still massively word to mouth
Competition is from so many different providers
- simplicity of use
- in the pitch, reference to tinder is too localized. The majority of people (potentially labour workers) above 40-50+ might not get the reference to this
- an online portal would be preferable
- expand to multiple customer bases quickly
- some customer bases/markets might be validated quickly while others might not deliver a good response (i.e. possible strong asymmetry between job seekers and job offers)
- the German HR market might not be the optimal beachhead market given its formality (i.e. cover letter is almost always required, while in other countries not)
In faster times fast applications are a must. It is hard to to spent a lot of time. Finding a "match" easy is a huge benefit.
Is it possible to also convince employers of this approach. CVs always give a sort of an impression. Maybe the content is not as important as the structure and effort put into the application.
The perception could be only "lazy" people use this app for applications.
Maybe use this as an entry point for pre qualification of employees (quick filtering) to then go into more details afterwards.
There is already an app called Truffls approaching this for the general market.
-Great idea that solves a pain and offers clear benefit and USP
-Risk of bad matching / attracting inadequate candidates by using a reduced amount of data
- Once it has proven success and growth, potential of additional features and use cases
- Unqualified jobs are diminishing (at least in Germany)