The Inspiration

The journey began when my friend Nick, a recent graduate from Fordham University, shared his frustrating experience of being ghosted by employers despite his qualifications. Simultaneously, I faced challenges finding part-time jobs as a student in NYC, often handing out resumes in person with little to no success. These experiences highlighted a gap in the traditional job application process—it's impersonal, inefficient, and often discouraging.

We asked ourselves: How can we create a platform that brings authenticity and direct connection back into the job search experience?

The Problem

• Lack of Personal Connection: Traditional resumes fail to capture a candidate's personality, communication skills, and enthusiasm.

• Inefficient Communication: Job seekers often experience delayed responses or none at all, leading to uncertainty.

• ATS Limitations: Applicant Tracking Systems may filter out qualified candidates due to keyword mismatches.

• Comfort with Short-Form Content: The new generation is accustomed to platforms like TikTok and Instagram Reels, favoring brief, engaging content.

Objectives

1. Introduce Video Resumes and Job Posts: Allow candidates and recruiters to create short, engaging videos to showcase themselves authentically.

2. Facilitate Direct Connections: Enable real-time interaction between job seekers and recruiters through messaging and live Q&A sessions.

3. Enhance Algorithm-Based Matching: Utilize AI to match candidates with suitable job postings and recruiters with ideal candidates.

4. Modernize the Recruitment Process: Align with the new generation's preference for short-form, dynamic content.

Understanding the Users

Job Seekers

• New Graduates like Nick: Eager to enter the workforce but facing barriers with traditional application methods.

• Students Seeking Part-Time Work: Balancing academics with the need for employment.

• Career Changers: Individuals looking to pivot into new industries where traditional resumes may not highlight transferable skills.

• Underrepresented Candidates: Those who may lack conventional qualifications but have the passion and aptitude for the job.

Recruiters and Employers

• Progressive Companies: Organizations open to innovative recruitment methods to attract top talent.

• Recruiters Facing High Application Volumes: Seeking efficient ways to assess candidates beyond paper resumes.

• Companies Prioritizing Cultural Fit: Wanting to gauge a candidate's personality and soft skills early in the process.

Personas

Persona 1: Nick Johnson

• Age: 22

• Location: New York City

• Education: Bachelor's Degree in Business Administration from Fordham University

• Occupation: Recent Graduate Seeking Entry-Level Marketing Positions

• Social Media Proficiency: Active on LinkedIn and Instagram

Bio:

Nick is a motivated recent graduate passionate about digital marketing and content creation. Despite a solid academic record and relevant internships, he struggles to stand out in the crowded job market. Traditional application processes have left him feeling overlooked and frustrated.

Behaviors:

• Prefers engaging with brands and professionals through social media.

• Enjoys creating and consuming short-form video content.

• Values authentic connections and direct communication.

Frustrations:

• Feels that his resume doesn't capture his creativity and enthusiasm.

• Often receives no response after submitting applications.

• Finds networking events impersonal and intimidating.

Goals:

• Showcase his personality and skills in a more dynamic way.

• Connect directly with recruiters who appreciate his unique strengths.

• Secure a fulfilling marketing role where he can grow professionally.