Growth Puzzle
INVESTMENT
TEAM
BIZ MODEL
CUSTOMER
PRODUCT
1
What is NLP (Campaigns)?
Recruiter?
Staffing?
RA Campaign Strategy?
No! We don’t use temps. We are direct hire.
Yes! Thinking like an ad agency to cost-effectively navigate the hiring market.
No! We are not simply another contingency services firm.
NLP is OBSESSED with reducing friction in hiring employees!!!
2
Keep growth consistent across all five to reach a mainstream market.
This deck helps us put the puzzle together for NLP’s Recruitment Campaign solution.
Team
Biz Model
Customer
Product
Investment
Consistent Growth
Team
4
See the Work
See the People
INSIDE THE ORGANIZATION
OUT IN THE MARKETPLACE
4 ST | Innovating
Significance
7 EQ | Selling
Fulfillment
2 NT | Connecting
Affirmation
5 ST | Ideating
Competence
3 EQ | Decision-Making
Success
6 NT | Serving
Support
OPERATIONAL ZONE
OPPORTUNITY ZONE
VALUE CREATION ZONE
1 PD | Building
Integrity
8 PD | Managing
Control
9 PD | Delivering
Stability
- OUT FRONT |
OTHERS |
+ SCATTERED |
REBEL |
THEORY |
IMPACT |
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AESTHETIC |
SERVICE |
PEOPLE |
NOW |
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Scott Holsman
Intellectual Diversity, changing the way you look at teams
2 NT Connecting
Steph Yarborough
9 PD Delivering
Lawrence Andre
1 PD Building
Justice Daniel
2 NT Connecting
Tammy Rhodes
3 EQ Decision-Making
Chris Gilchrist
3 EQ Decision-Making
NL People
IN PACK |
OTHERS |
ORDERED |
REBEL |
THEORY |
IMPACT |
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UTILITY |
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NOW |
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- OUT FRONT |
ALONE |
SCATTERED |
+ PROCESS |
THEORY |
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AESTHETIC |
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NOW |
FUTURE |
OUT FRONT |
OTHERS |
+ SCATTERED |
REBEL |
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AESTHETIC |
SERVICE |
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FUTURE |
OUT FRONT |
OTHERS |
SCATTERED |
REBEL |
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RECOGNITION |
REWARD |
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AESTHETIC |
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PEOPLE |
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OUT FRONT |
OTHERS |
SCATTERED |
REBEL |
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RECOGNITION |
REWARD |
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PEOPLE |
NOW |
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C
C
C
C
C
C
D
D
C
C
C
C
C
C
C
C
C
C
Behaviors
Motivators
Cognition
| Sales Rep (7 EQ) | Acct Mgr (2 NT) | Coordinator �(9 PD 6 NT) | Specialist �(9 PD 6 NT) |
Prospect (7 EQ) | | | | |
Relationship (2 NT) | | | | |
Environmental Scan (2 NT) | | | | |
Write Ad (2 NT) | | | | |
Post (9 PD) | | | | |
Job Boards (9 PD) | | | | |
Fits On Paper (6 NT) | | | | |
IAQ (6 NT) | | | | |
Hand-Off (6 NT) | | | | |
RDB (9 PD) | | | | |
Estimating (9 PD) | | | | |
Monitoring (9 PD) | | | | |
Tuning (9 PD) | | | | |
Work → Roles
New Campaign Customer Flow �(see the work)
Environment Scan
Job Ad
Posting
New Campaign Customer Flow �(see the people)
Sales Rep
Account Manager
Campaign Coordinator
NLP’s Promise
Search Team
Sourcing
Recruiting
Matchmaking
Talking to Hiring Managers
Talking to Candidates
Where is the fit?
Prospecting
Reading Resumes
What aren’t they saying?
What are they looking for?
12
Performance-Based Hiring Interviews
Sourcer
Recruiter
Hiring Manager
An initial touchpoint to establish interest, availability, and qualifications
This touchpoint is the linchpin of performance-based hiring. A skilled recruiter knows how to have these exploratory career conversation, simultaneously identifying the strongest candidates AND recruiting them into the job. The recruiter establishes the relationship that will hold the candidate’s attention and be the basis for making the hire.
If the recruiter does their job, then this interview is free to focus on the candidate’s problem-solving skills in context of the performance needed in the job.
Biz Model
14
That’s a Good Idea!
from Seth Godin 6/20/2020
And then what happens?
Repeat the question 100 times. Because after every good idea, there are at least 100 steps of iteration, learning, adjustment, innovation, and effort.
We put a lot of pressure on the idea to be perfect because it distracts us from the hundred steps. Nearly every organization is built around an idea that wasn’t original or perfect.
The effort and investment and evolution made the difference.
15
Competitive Awareness
In 1997, The Innovators Dilemma outlined four ways companies compete for customers.
Innovation – If you have a product that no one else can match, then you get the market to yourself until others can develop a similar feature set
Reliability – If others offer what you do but yours is distinctively better, then customers will buy from you over the competition
Convenience – If others have the same reliability but buying from you is distinctively easier, then customers will buy from you over the competition
Price – At this point you are in an established mainstream market that ultimately becomes a race to the bottom based on the lowest margin a competitor will accept
Market Adoption Lifecycle
Competitive Advantage
In 1991, Crossing the Chasm outlined a curve showing how innovation moves through the marketplace
Complete Product
Market Awareness
In 1991, Crossing the Chasm described how to take a disruptive product into the market
Innovators – Start here. These enthusiasts want to test the latest tech to see if it works. Give them access to the most knowledgeable staff and let them use the tech for free.
Early Adopters – Next, these buyers want a competitive advantage. Don’t market to them. They will find you via their innovator network and take a big risk for a big reward. They aren’t price conscious but are notoriously hard to please. Success comes when you deliver a project for the early adopter AND productize your learnings for the mainstream market.
Mainstream – They will not buy until you offer a whole product, including a robust feature set, market validation, and 3rd party support options.
Laggard – They only abandon their existing alternative when it is no longer available.
Campaign Platform for HR Directors
6 Cost Structure
Our variable costs
Campaign Team Time
Job Board Advertising
5 Revenue
Our price is dependent on their Need for what we offer + our Ability to deliver + their options to buy from a Replacement vendor
$4,000/month
2 Need
What needs to get done?
I have a position that always has openings
Alternatives
Who they say “no” to
Organic Applicants
Staffing Firm
Internal Recruiter
3 Offer
Our key features
NLP Campaign
7 Key Metric
Success = Deliver for 3 hiring companies for 1yr and both NLP & HC enjoy the relationship
Value = 80% satisfied with the hiring process + 40% will not hire without using NLP Campaigns
4 Customer Values
What are we promising?
Why are they choosing us?
My current solution isn’t finding enough applicants
We manage the boards
We broaden exposure
We filter the applicants
SO THAT YOU can interview & hire!!!���High-Level Concept
A way to understand us
Hiring = Sales
Sales Organization (Marketing + Advertising + Lead Qualification + Closing)
9 Competitive Advantage
Why they choose us
Innovators Dilemma
competitive awareness
Innovative�(RA Campaign Strategy)
Reliable
Convenient
Price
8 Channels
Our top lead sources
JobFeed
Swordfish
1 Customer
Who is buying?
HR Directors who recognize their department is under pressure because positions are open and existing efforts aren’t filling the applicant pipeline
Mindset
Crossing the Chasm
market awareness
Early Adopter
Mainstream
PRODUCT
MARKET
6 Cost Structure
Our variable costs
Campaign Team Time
Job Board Advertising
5 Revenue
Our price is dependent on their Need for what we offer + our Ability to deliver + their options to buy from a Replacement vendor
$1,500/easy
$3,500/mid
2 Need
What needs to get done?
We are wasting too much time on hiring
Alternatives
Who they say “no” to
Organic Applicants
HR Consultant
Contingency Recruiter
3 Offer
Our key features
NLP Campaign
7 Key Metric
Success = Deliver for 3 biz owners for 1yr and both NLP & BO enjoy the relationship
Value = 80% satisfied with the hiring process + 40% will not hire without using NLP Campaigns
4 Customer Values
What are we promising?
Why are they choosing us?
My current solution isn’t finding enough applicants
We manage the boards
We broaden exposure
We filter the applicants
SO THAT YOU can interview & hire!!!���High-Level Concept
A way to understand us
Hiring = Sales
Sales Organization (Marketing + Advertising + Lead Qualification + Closing)
9 Competitive Advantage
Why they choose us
Innovators Dilemma
competitive awareness
Innovative�(RA Campaign Strategy)
Reliable
Convenient
Price
8 Channels
Our top lead sources
JobFeed
Swordfish
1 Customer
Who is buying?
Business Owners big enough to have an HR Consultant (20+ employees), have hired at least 4 people in the past year, and have posted at least once on the boards
Mindset
Crossing the Chasm
market awareness
Early Adopter
Mainstream
PRODUCT
MARKET
Campaign Platform for Business Owners
Campaign Search Services for Hiring Companies
6 Cost Structure
Our variable costs
Recruiting Team Time
Job Board Advertising
5 Revenue (price is dependent on their Need for what we offer + our Ability to deliver + options to buy from a Replacement vendor)
$6,500 Search Campaign (30 days no contingency)
--or--
$1,500 advertising fee + $10,000 placement fee
--or--
20% of first year salary (exclusivity+guarantee)
2 Need
What needs to get done?
I have a job opening for a strategic position or hard-to-find person and need to find ONE PERSON to fill it
Alternatives
Who they say “no” to
External Recruiter
Internal Recruiter
DIY Job Boards
3 Offer
Our key features
NLP Search
7 Key Metric
Success =
Value =
4 Customer Values
What are we promising?
Why are they choosing us?
My current solution isn’t finding qualified candidates
We advertise your job
We search for TEPs
We present the candidates
SO THAT YOU can interview & hire!!!���High-Level Concept
A way to understand us
Hiring = Sales
Sales Organization (Marketing + Advertising + Lead Qualification + Closing)
9 Competitive Advantage
Why they choose us
Innovators Dilemma
competitive awareness
Innovative �(RA Campaign Strategy)
Reliable
Convenient
Price
8 Channels
Our top lead sources
JobFeed
Swordfish
1 Customer
Who is buying?
A hiring company that needs a senior position filled (>$75k and 10+ years experience)
Mindset
Crossing the Chasm
market awareness
Early Adopter
Mainstream
PRODUCT
MARKET
Customer Discovery
Your biz model is full of hunches. The biz model canvas is a starting point to capture your most important assumptions so that you can get out of the building and learn from the market.
22
Why Customer Discovery
from Seth Godin 1/19/2021
Your initial assumptions won’t work. People don’t line up. You can put in the energy to have your pitch get heard, but the early ones fall flat. It’s only as you tune into the market that you begin to resonate.
And you will get stuck. The story you tell from the start is the one you considered right. You will blame the market for not understanding.
Your traction comes when your customers can get either status, affiliation, or convenience from your product. Status moves someone up in the estimation of their peers. Affiliation is “people like us do things like this.” And convenience is the hallmark of a semi-lazy decision–it’s just easier.
The idea began with making things better, but it gets traction when you connect it with one of these drivers.
23
Emotionally Resonate Value Units
from Grant Gooding 10/12/2021
Generic Value Propositions are meaningless because they do not register emotionally. Buying is an emotional decision, and most organizations focus on the features & benefits instead of the customer’s emotional WHY. So, a generic idea like quality or customer service is commonly used by marketing & sales.
Generic: “We carry the highest quality products.”
Emotionally Resonate: “Our products have a defect rate of 1 per 10,000.”
Generic: “We are a trusted leader.”
Emotionally Resonate: “We use a transparent pricing model so you don’t need to trust me, we show you.”
Generic: “We pride ourselves on our customer service.”
Emotionally Resonate: “Someone will respond within 5 minutes.”
Now, the hard part…why do your customers buy from you?
24
Tuning the Biz Model
Status (Innovation)
Convenience
Affiliation�(reliability)
Christianson →
Godin →
Customer
26
Market
Position
Sales Conversations
Repositioning your Company
Use the 8x10d methodology to change the game
Find a “sign” on Main Street that identifies the type of store you are
27
Recruiting Budgets for Hiring Companies
US Online Recruiting in 2021 was
a $13b market and is growing 15% annually
Big 3 Existing Alternatives
Internal Recruiters (DIY)
External Recruiters (Contingency)
Job Boards
Emerging Innovation
Recruitment Marketing
Programmatic Advertising
AI Solutions
28
Your Market Position �(in the eyes of the customer)
Retained Service Agreement �(outsourcing the work)
Talent Acquisition
New Leaves?
Staffing
Temps
Gig Economy Freelancers
Contingency Recruiters�(source 3 candidates for 30% as needed)
Job Boards
(DIY)
Recruiting Employees
29
Trends affecting Talent Acquisition
Labor Shortage
Faster Turnover
Increasing Wages
Simply not enough people to fill 10M jobs a month
Gig Economy & Great Resignation increase churn and thus increases # of openings each year
Since labor costs more, companies are seeking to reduce recruiting costs while also needing to hire more people each year
Take advantage of organic applicants first…
…and compliment with recruiting as needed
30
These People Will Engage You
31
Supply & Demand Strategies
Surplus of Talent Strategy
Scarcity of Talent Strategy
Harder-to-fill jobs
Prequalifying Outstanding People
Exploratory Career Conversations
Recruiting the Strongest
* This is performance-based hiring
Easier-to-fill jobs
Cast a broad net
Quickly weed out the unqualified
Work the good people in the pipeline
* This is the classic hiring process
32
from Indeed market research
It takes a lot of effort to hire someone!
Where does that time go?
from Indeed market research
NLP wants to put time back in your day
so you can focus on your people
Hiring with NLP Campaigns
Hiring with �NLP Campaigns
Launching a recruitment campaign when you have a subscription to NLP’s platform
Meet with NLP Campaign Coordinator
Tell us the person you want and what success looks like in year 1
Day 1
Research Market
We determine who is competing for this person and find a winning angle for your recruitment campaign
Job Desc → Job Ad
No one reads instruction manuals (or job descriptions), so we create a job ad that attracts the person you want to hire
Post on Job Boards
We maintain subscriptions to several job boards and manage the advertising
36
Hiring with �NLP Campaigns
Here’s how we work the applicant pipeline so that you get to the interviewable applicant first
Fits on Paper
Because quick apply makes it easy to submit your resume, most applicants are not qualified, and we need to clear them out
Week 1
NLP IAQ
For applicants who are a fit on paper, we engage via text, usually within the hour
Scheduling Interview
We plug the interviewable applicants immediately into your calendar
Interview & Hire
Hiring manager interviews and makes offer
37
Internal �DIY
Recruitment Firms
Staffing Agencies
Innovation requires “changing the game”
X’ing out the Usual Suspects
We are trying to get to an “X” sales conversation, so who are we different from?
What stage are your prospects in with their current solution?
38
Molding into a Story
Turn this into a sales conversation by prompting follow-up action
39
Innovation Dead-Ends
We know more than the market and thus must educate instead of sell
We confuse the market with our product
We require behavior change to use our product
We assume our idea is so good that it will survive first contact with the market
We don't have a channel to our target customers
40
Making a Promise
Most companies build a sales process to acquire customers� ...but that only works if you are selling into a proven, mainstream market!
Innovation biz models must sell to customer activation.
You are playing the PROMISE game: make one and deliver on it.
Until you do that reliably, your business will fail.
You will not retain customers. And they will not refer you to others.
NLP’s promise:
NLP will get you to the front of the line to interview & hire
41
Qualifying Triangle
Hiring Company
Job
Market
What is the culture that applicants are plugging into?
What is the desirability of the job?
How hard will it be to find applicants?
42
Matching sales questions to milestones
(typically in Rapport & Relevance)
What They are Thinking:
How to Approach:
Develop trust
1.Direct Relationship
2.Triangle with a common trusted NT
3.Accenture approach of proving yourself
Do:
Don’t:
Marketing & Sales Milestones�
1. Attention
2. Enrollment
3. Rapport
4. Relevance
5. Credibility
6. Certainty
Do I agree with you?
Are you interesting?
Why am I talking to you?
Campaign Strategists
How does it work?
Job Desc →
Am I sure I want to buy?
Advertising Campaigns to get applicants into the interview
Marketing (market-focused)
Sales (thought-leadership)
Outsource this!
(tons of burnout)
Onboarding
Development
Job Seeker Experience
Employee Experience
Features (pitfalls)
ALIGNMENT
Retention & Culture
People go to work for a company the job, but leave the manager
The Loyalty Shift
They are loyal to the work they do, not who they do it for
In a job seeker market, they expect concierge service
Who’s interviewing who?
Where do you want to invest your time?
The NLP Rebels…Breaking all the rules, AGAIN!
Obsessed with reducing the friction in hiring employees
Interviewing
Branding
Pipeline
Investment Manager of #1 Asset
Do this internally with your HR Resources
(less unemployment claims - trailing costs of separation & compliance tasks)
NLP
RECRUITMENT
CAMPAIGNS
2 Decades of Job Advertising
Job Boards
2010
Classified Ads
2000
NLP Campaigns
2020
How did we get here?
CSR
10 Lines
888 - 555 - 1122
Job Boards
30 Days
Classified Ads
1 Day
Printed Newspaper
$350 in 1999
Job Desc
Click to Apply
Job Board Post
$1,500�3 jobs
NLP Campaigns
<7 Days
Job Ad
Campaign Coordinator
1-2 Interviewable Applicants
Pipeline
$???/month
??? jobs
NLP Opening
Them
Response
They are testing our competence
Opening Call
Milestone: Relevance
Upfront contract? Yes!
Are you the person? Yes!
You are posting for _____.
I want to help you hire them.
50
NLP
Them
Starting the Sales Conversation
Milestone: Attention
Our advertising campaign gets you applicants to interview & hire
How does it work?
They are testing our competence
51
Talking Features & Benefits
NLP
Them (competence)
NLP Campaign Strategy (subject matter expert)
Knockout Punch
Environmental scanning to assess the hiring landscape
What does that do?
We need to know the competition
Know who we are competing against.
Supply & Demand.
52
Sales Prospecting - The Cold Call
What is my door opener? (Attention)
Can I write you a job ad?
How do I pull the prospect into my product? (Enrollment)
�
How do I agitate the prospect away from their status quo? (Rapport)
Are you getting the applicants you need?�Yes - Congrats for beating the odds! 90 Day follow-up?
No - Can I write you a job ad?
Sales Prospecting - The Close
How much? (Relevance)
$1,500 (and then shut up)
What do I get? (Competence)
Who are you? (Certainty)
Founder Scott Holsman
3 Decades
Obsessed with reducing the friction in hiring
Can I write you a job ad?
NLP
RECRUITMENT
CAMPAIGNS
NLP�SEARCH
RECRUITMENT ADVERTISING
NLP�RECRUIT
SEARCH
SEARCH
Product
56
Who is it for?
Hiring Companies Talent Acquisition
Interview
3
Vet
Applications
2
Generate
Applicants
1
Pipeline�“Thinking like a sales rep”��Fits on Paper�IAQ
2
Job Seekers
“Thinking like an ad agency”
Job Desc → � Environmental Scan� Job Ad� Posting Strategy
1
NLP Campaign Funnel
Interviewing
You interview and hire
3
What is it for?
Making life easier for thoughtful job seekers
to navigate job boards and find good jobs
at hiring companies who offer friendly interviewing
Campaign Coordinator
Recruiter
Performance-based hiring �for hard-to-find people
Advertising for easier-to-fill jobs
59
$6500
$1500
ENVIRONMENTAL SCAN
(market intelligence)
JOB AD�(personality/traits)
FILTER APPLICANTS
(interested-available-qualified)
INVITE�(passive job seekers)
COMPONENTS
Advertise
Concierge
Service Levels
Hiring Company filling Open Positions
Thinking like an ad agency
Thinking like a sales rep
Advertising Campaign P&L
Duration: 30 days
Sales
Advertising
Campaign Team ($40/hr)
$375
$283 Indeed ad buy
$68 Zip posting
$24 CB posting
$324 (8 hrs)�
Job Ad
Posting
Forwarding (__ applicants)
$300
$1,500 x 20% commission
Revenue | $1,500 |
Expense | $1,000 |
Profit | $500 |
61
Concierge Campaign P&L
Duration: 30 days
Sales
Advertising
Campaign Team ($40/hr)
$375
$283 Indeed ad buy
$68 Zip posting
$24 CB posting
$1,170 (28 hrs)
Environmental Scan
Job Ad
Posting
+ IAQ (__ applicants)
+ RDB
$700
$3,500 x 20% commission
Revenue | $3,500 |
Expense | $2,245 |
Profit | $1,155 |
62
starting at $36,000/year
ENVIRONMENTAL SCAN
(market intelligence)
JOB AD�(personality/traits)
FILTER APPLICANTS
(interested-available-qualified)
COMPONENTS
Subscription Pricing
The NLP Campaign Platform for Perpetual Hiring
INVITE�(passive job seekers)
Thinking like an ad agency
Thinking like a sales rep
Campaign Subscription P&L
What is it for? (3-7 easy-to-mid jobs & 18 postings & 48 interviews → 18 hires)
Sales
Advertising
Campaign Team ($40/hr)
$1,882
$400 Zip (180 days)
$576 CB (24 slots)
$906 Indeed
$14,918 (373 hrs)�
Environmental Scans
Job Ads
Posting Budget
IAQ (3-12 applicants per post)
Tuning
$7,200
$36k x 20% commission
Revenue | $36,000 |
Expense | $24,000 |
Profit | $12,000 |
64
NextPage Campaign Subscription P&L
What is it for? (8 easy-to-mid jobs & 20 postings & 48 interviews → 20 hires)
Sales
Advertising
Campaign Team ($40/hr)
$1,882
$400 Zip (180 days)
$576 CB (20 slots)
$906 Indeed
$14,918 (373 hrs)�
Environmental Scans
Job Ads
Posting
IAQ (3-12 applicants per post)
Tuning
$7,200
$36k x 20% commission
Revenue | $36,000 |
Expense | $24,000 |
Profit | $12,000 |
65
PPT Campaign Platform P&L 2021
Annual Contract (6 job descriptions)
Sales
Advertising
Campaign Team ($40/hr)
144 Hires
$6,300 (6 postings)
$3,696 Zip
$1,728 CB
??? Indeed
$44,100 (1,100 hrs)
(# of job descriptions)
Environmental Scans
Job Ads
Posting Budget
+ IAQ (3,690 applicants)
+ Tuning
$21,600
$108k x 20% commission
Revenue | $108,000 |
Expense | $72,000 |
Profit | $36,000 |
66
PPT Campaign Platform P&L 2022
Annual Contract (6 jobs/119 employees & 816 interviews → 144 hires)
Annual Contract (5 jobs/97 employees & 270 interviews → 60 hires)
Sales
Advertising
Campaign Team ($40/hr)
144 Hires
$6,300 (7 postings)
(# of postings)
$51 Zip
$24 CB
$61,000 (1,500 hrs)
(# of job descriptions)
Environmental Scan
Job Ad
Posting
+ IAQ (3,690 applicants vs 1,600)
+ RDB
+ Tuning
$28,800
$144k x 20% commission
Revenue | $144,000 |
Expense | $96,000 |
Profit | $48,000 |
67
A Typical 30-Day Job Posting
For every 10 that apply...
10 applied!
5 are qualified!
2 schedule an interview!
...but 50% aren’t interested
...but another 50% don’t show
...but 50% aren’t qualified
So, 10 people applied and you interview 1 person.
The majority of jobs get reposted.
68
A Typical NLP Campaign
Designed for a 2-Day turnaround on an easy-to-fill job
5-10 apply on Day 1
3-6 are a fit on paper
1-2 interview in Week 1
...but 50% aren’t interested
...and you fill the open position!
...but 50% aren’t qualified
Why? �
Because we focus on getting you to the “interviewable applicant” first, while others are trying to generate quantity and then over-thinking which one to interview
69
Campaign Performance
Job Board Traffic�View-to-Apply ratio
# Applies
Spam Filter�# Experienced
# Intriguing
# I Can’t Tell
# Misfit
Scheduled
# IAQ Yes
# Rejected by Client
Interviews
#Hired
#No Showed
70
Optional Advertising
Applicant Traffic�View to Click ratio
Resume Search
Indeed Ad Buy
Qualified Applicants� Fits on Paper
On the Sidelines
IAQ Calls
Applicant Ghosting
Your Interviews
71
Advertising Strategy
Once performance is in place, how do we get similar results with a lower budget?
Are we satisfying the hiring company’s needs for interviewable applicants?
Efficiency
Campaign Strategy
Quality
Now with performance and budget in place, what else can we do to optimize the process for the campaign team?
We are the experts on job board advertising, so what would a campaign strategist do to serve our customers?
Finally, let’s not settle for acceptable results. Is there anything more we can do to get even better job seekers?
Performance
Budget
72
Job Seeker User Experience
Understanding what it feels like to be a job seeker for the job you are advertising (job title, location, professional experience, education)
Job Board Diversity
NLP currently considers Indeed vs CB vs Zip
Search Box
Text box for search keyword and location, along with some filters
Search Algorithm
This is “hidden” with industry SEO trying to get jobs higher
Search Results
Layout with quick job summary, with options to read ad and/or easy apply
67% job searches start on mobile
73% job searches start on Google
73
Job Seeker Behavior
Compensation
Easy Apply
Thoughtful
The more thoughtful the job seeker, the more likely the hiring company wants them
Thus NLP Campaigns cater to these applicants and gets them through the funnel
A majority are not reading the ads. NLP IAQ can sniff these out.
A minority are exploring different titles, filters, and actually reading ads before applying.
This is the #1
“attention filter”
for job seekers!
74
Writing a Job Ad
The steps we take to write attention-grabbing job adverts
Hiring Company
Job Description
Hiring Manager
Interview Process
Applicant Mindset
Maslow Hierarchy
Intellectual Diversity
Job Ad
This is Me!
Day in the Life
Org Chart Context
75
NLP Campaigners ← → Hiring Company
4
3
2
1
RDB
Job Seekers
$30
$43
$3
Raving Fans
$4k
CEIPAL Modules
Clients
Job Postings
Applicant Database
Job Board Integration
Applicant Tracking
Applicant Communication
Define Account Manager and Campaign Team who service the client
Usually created from parsing the client’s job description and then we turn it into a job ad
Includes their resume, Cloudcall contact history, and our notes
Also shows application moving through pipeline
Filter applicant pipeline
Submit to Job � (IAQ Yes or Disqualified)
Submit to Client � (Hand-off)
Text, Email, & Phone*
Applicant Notes/Activity
(CB, Zip)
* Cloudcall $43/mo per user
Hired Applicants�How do hires flow through a campaign?
Job Seeker applies on a board
integrated flow into CEIPAL from ZIP/CB
manual resume upload from Indeed
Campaigner uses CloudCall to text/call to start IAQ’ing
updates pipeline status
Campaigner successfully IAQ’s Applicant
Submit to Job
Submit to Client
Schedule Interview
Hiring Company notifies Campaigner
Add Confirmation
Hiring Company notifies Campaigner
Convert Confirmation to Placement
Applied
Contacted
Interview Scheduled
Offered
Hired
0
1
2
7
14
78
Applicant
Fall-Out
Where do applicants fall out of the campaign?
These are the metrics we are tracking
No Show
Not Joined
Applicant Withdrew
NLP Disqualified
Rejected by Client
Job Seeker does not start
Job Seeker goes radio silent
Job Seeker stands up Hiring Company
Campaigner IAQ’d No
Hiring Company rejects Job Seeker
79
Investment
80
Climbing the Mountain
getting to the next camp
Basecamp�FY 2021
$350k recurring annual revenue
$50k profit
4 customers
3 NLPeople
__________
$0 valuation
Camp 1
FY 2023
$1.2M recurring annual revenue
$400k profit
25 customers
13 NLPeople
___________
$___M valuation
81
NLP Pro Forma Recurring Campaign Revenue
Base Camp $1.2M (FY 2023)
Circle Office of Excellence $750k gross margin staff temping markup (8k hrs) + contingency search fees
NLP Campaigns $100k/month campaign platform (25 Customers @ $4,000) + search service fees
2 people to penetrate new accounts. Qualify leads. Subject Matter Expertise. Close.
Campaign Manager + 4 Campaign Coordinators + 4 Campaign Specialists
8 people to deliver campaigns (75% to Campaigns | 12,800 total hours | avg 512/customer @$40/hr)
1 person to support customer relationships
1 person to lead the company
Revenue Model
thru April 2022
Campaign Platform subscription revenue is king
Search services revenue is gravy
| 2022 Revenue | 2022 Agreement |
NLP Campaign Platform | $108,025 | $176,600 |
Subscription | $67,525 | $176,600 |
Plastic Packaging Technologies | $36,000 | $108,000 |
JobFinders Employment Services | $7,925 | $27,000 |
Triumph Foods 2000 | $4,000 | $22,000 |
Triumph Foods 4900 | $19,600 | $19,600 |
Opportunity | $5,000 | |
Pilgrim's Coffee Company | $5,000 | |
Relationship | $32,000 | |
Sodexo | $13,200 | |
NextPage | $18,100 | |
Price Brothers Management Company | $700 | |
Next Level Performers Campaign Search Services | $42,100 | |
Plastic Packaging Technologies | $27,100 | |
Rhythm Engineering | $15,000 | |
2022 Performance (January - April) | $146,625 | $176,600 |
83
Sales Rep Comp Plan
Must be in CEIPAL (Leads → Clients → Job Postings)
Paid out same month client pays invoice
Training Camp -- Sales Rep Proficiency
Monthly Sales | Comm % | Monthly Comm | Monthly Comp | Annual Sales | Annual Comp | Labor % |
$60,000 | 10% | $4,500 | $9,083 | $720,000 | $108,996 | 15% |
$55,000 | 8% | $3,200 | $7,783 | $660,000 | $93,396 | 14% |
$50,000 | 8% | $2,800 | $7,383 | $600,000 | $88,596 | 15% |
$45,000 | 6% | $1,800 | $6,383 | $540,000 | $76,596 | 14% |
$40,000 | 6% | $1,500 | $6,083 | $480,000 | $72,996 | 15% |
$35,000 | 6% | $1,200 | $5,783 | $420,000 | $69,396 | 17% |
$30,000 | 6% | $900 | $5,483 | $360,000 | $65,796 | 18% |
$25,000 | 6% | $600 | $5,183 | $300,000 | $62,196 | 21% |
$20,000 | 6% | $300 | $4,883 | $240,000 | $58,596 | 24% |
$15,000 |
| $0 | $4,583 | $180,000 | $54,996 | 31% |
Next Steps…
Bring applicant tracking system online to systemize the business
Develop scoreboard, playbook, positional stat sheets, and start tracking seasons
Engage the market to see if we can position NLP Campaigns as an alternative for hiring companies
Decision-making for investing in growth, including milestones to trigger next moves
Flush out the customer attention grabbers, relevance, differentiators (X’s), and objections. Rework website, marketing collateral, selling talking points, and service agreements.
ATS
(PRODUCT)
Org Dev 1.0
(TEAM)
Market Position
(CUSTOMER)
Pro Forma
(INVESTMENT)
Sales Convo
(CUSTOMER)
1
2
3
4
5
85
Sales Experiment
What does it take to break into a new market by closing 10% of list in 90 days?
Summer 2022
Pick a mid-market
List of 100 hiring companies (HR Directors + Small Biz Owners)
Success = 10 new customers @ $3,500/month for at least 6 months
LTV = $210k / 10 = $21k
CAC = $20k / 10 = $2k
Gross Margin = $210k - $115k = $105k
Marketing $8k
Sales $12k
Campaign Team $96k
Following up on marketing lead gen
+ cold calling
2 Campaign Coordinators + 1 Campaign Specialist
Market Research
+ Website
+ Email Series
86
Investment Decisions
2022 Non-P&L $$$ (Capital Investment) to get to next basecamp
Owner or Bootstrap or Private Equity funding
Someone who comes alongside Scott to move NLP to the next camp
Market Research lead gen & Content Repository lead gen & Sales Support lead conversion
Stay 1-2 people ahead of customer demands
How long will it take sales reps to generate revenue?
88
Lawrence @NLP
Year 1
August 2020
November 2020
Summer 2021
SH: “Let’s dig deeper”
LA: consultant $1k
Jaylene & Steph scans
Growth Puzzle
SH: “Let’s expand the team”
LA: team builder $3k
Sales (Jim & Jeremy)
Campaigners (Christian, Justice, Kelsey)
Recruiter (Tammy)
SH: “What do I want to do?”
LA: thinking partner
Scott’s scan
Recruitment Marketing
89
Lawrence @NLP
Year 2
September 2021
December 2021
March 2022
SH: “We’re switching ATS”
LA: software guy $3k
CEIPAL & Cloudcall & Boards
Vendor Relationships
SH: “Let’s go”
LA: business builder $3k
Growth Puzzle + Team + CEIPAL + Campaign
Steph & PPT
SH: “We need processes”
LA: process guy $3k
Playbooks & Zoho
Team Page
90
Lawrence @NLP
Year 3
Summer 2022
2023 Pro Forma?
SH: “⅓ Strategy, Sales, Search”
LA: Campaign Manager $4k
Campaign Performance
Growth Puzzle + Team + CEIPAL + Campaign
91
Archived Slides
92
NLP “Staffing” Canvas
Cost Structure
Revenue (price is dependent on their Need for what we offer + our Ability to deliver + options to buy from a Replacement vendor)
$2,000/campaign
Problem
Crossing the Chasm
market awareness
Finding people is too hard because there aren’t enough qualified people.
Finding people is too hard because it takes too much of my attention.
Open jobs is costing me.
Existing Alternatives
Staffing Agencies
Internal Recruiters
Solution
“Recruitment Marketing”
Key Metrics
Success =
Value =
Customer Values
What are you promising?
“Fast! Fill open spots NOW.”
NLP campaigns double the response rate. We average 50% view-to-click compared to 25% national average.
“Simplicity! Here is the job desc. You bring me the people.”
We run a candidate-driven campaign.
“Send me qualified applicants. I’ll hire.” �More people read NLP ads than your job description, and that will increase the % of qualified applicants.
High-Level Concept
NLP is to staffing what Google was to search
Unfair Advantage
Scott’s experience 🡪 job ads
Scott’s knowledge about job boards
Channels
Customer
Innovators Dilemma
competitive awareness
Staffing for growth
Staffing for churn
i.e. call centers, distribution centers, manufacturing, light industrial, collection agencies
Early Adopter Path
PRODUCT
MARKET
NLP “Recruiting” Canvas
Cost Structure
Revenue (price is dependent on their Need for what we offer + our Ability to deliver + options to buy from a Replacement vendor)
$2,000/campaign
Problem
Crossing the Chasm
market awareness
Finding people is too hard because there aren’t enough qualified people.
Finding people is too hard because it takes too much of my attention.
Open jobs is costing me.
Existing Alternatives
Staffing Agencies
Internal Recruiters
Solution
“Recruitment Marketing”
Key Metrics
Success =
Value =
Customer Values
What are you promising?
“Fast! Fill open spots NOW.”
NLP campaigns double the response rate. We average 50% view-to-click compared to 25% national average.
“Simplicity! Here is the job desc. You bring me the people.”
We run a candidate-driven campaign.
“Send me qualified applicants. I’ll hire.” �More people read NLP ads than your job description, and that will increase the % of qualified applicants.
High-Level Concept
NLP is to staffing what Google was to search
Unfair Advantage
Scott’s experience 🡪 job ads
Scott’s knowledge about job boards
Channels
Two-step Lead Gen:
Step1 = jobfeed.com
Step 2 = Job Postings (relationship) → Campaigns (selling)
Customer
Innovators Dilemma
competitive awareness
Staffing for growth
Staffing for churn
i.e. call centers, distribution centers, manufacturing, light industrial, collection agencies
Early Adopter Path
PRODUCT
MARKET
NLP “Staffing” Canvas
Cost Structure
Revenue (price is dependent on their Need for what we offer + our Ability to deliver + options to buy from a Replacement vendor)
$2,000/campaign
Problem
Crossing the Chasm
market awareness
Finding people is too hard because there aren’t enough qualified people.
Finding people is too hard because it takes too much of my attention.
Open jobs is costing me.
Existing Alternatives
Staffing Agencies
Internal Recruiters
Solution
“Recruitment Marketing”
Key Metrics
Success =
Value =
Customer Values
What are you promising?
“Fast! Fill open spots NOW.”
NLP campaigns double the response rate. We average 50% view-to-click compared to 25% national average.
“Simplicity! Here is the job desc. You bring me the people.”
We run a candidate-driven campaign.
“Send me qualified applicants. I’ll hire.” �More people read NLP ads than your job description, and that will increase the % of qualified applicants.
High-Level Concept
NLP is to staffing what Google was to search
Unfair Advantage
Scott’s experience 🡪 job ads
Scott’s knowledge about job boards
Channels
Two-step Lead Gen:
Step1 = jobfeed.com
Step 2 = Job Postings (relationship) → Campaigns (selling)
Customer
Innovators Dilemma
competitive awareness
Staffing for growth
Staffing for churn
i.e. call centers, distribution centers, manufacturing, light industrial, collection agencies
Early Adopter Path
PRODUCT
MARKET
NLP “Staffing” Canvas
Cost Structure
Technology Stack
Indeed usage fees
Problem
Crossing the Chasm
market awareness
I’ve got open jobs in my facility and that is directly impacting production/ revenue
Existing Alternatives
Staffing Agencies
Solution
NLP Campaign
Key Metrics
Success = Customer agrees to a retainer model within 1-3 months
Value = NLP Campaigns are outperforming existing alternative
Unfair Advantage
Scott’s experience 🡪 job ads
Scott’s knowledge about job boards
Channels
???
PRODUCT
MARKET
Revenue (price is dependent on their Need for what we offer + our Ability to deliver + options to buy from a Replacement vendor)
???
Customer Values
What are you promising?
Keep it simple for now...give them what they want...Fill open jobs!!!
Customer
Innovators Dilemma
competitive awareness
Early Adopters are 13% of the market. They are smart. They are willing to take risks. They want to negotiate. Sell to them, but don’t market to them. Don’t force them into a box. Allow them to break rules and customize the offer.
Your Market Position �(in the eyes of the customer)
Talent Acquisition
Recruiting Employees
Retained
RM Campaign Strategists
Staffing Temps
Independent Contractors
Contingency
Job Boards (DIY)
Technology
AI
97
Marketing & Sales Milestones�
1. Attention
2. Enrollment
3. Rapport
4. Relevance
5. Credibility
6. Certainty
Hard to get noticed
Environmental Scan
Why am I talking to you?
Campaign Strategists
How does it work?
Job Desc
Environmental Scan
Job Ad
Posting Strategy
Optional Adv
Tuning - Monthly + Qtryly
Am I sure I want to buy?
record 10M job postings
Marketing (market-focused)
Sales (thought-leadership)
Marketing & Sales Milestones�
1. Attention
2. Enrollment
3. Rapport
4. Relevance
5. Credibility
6. Certainty
Hard to get noticed
Most companies post job descriptions. That’s a problem. This is why so many non-qualified people apply.
Why am I talking to you?
Job applicants are interested in what they will accomplish. What impact they will have. And what is in it for them.
How does it work?
Job Desc
Environmental Scan
Job Ad
Posting Strategy
Optional Adv
Tuning - Monthly + Qtryly
Am I sure I want to buy?
10M job postings
Marketing (market-focused)
Sales (thought-leadership)
What will grab their attention?
Are you bored with the job boards?
Search Less
Hire More
Post and pray
Candidates spray and pray
We emotionally connect with candidates
100
What will grab their attention?
Hiring is an admin function. Recruiting is a sales function.
How to run a marketing campaign for your open position
Getting Lost in the Job Board Jungle
and Social Media Swamp
Selecting which job boards to use is overwhelming
101
What will grab their attention?
Job boards make it easier than ever to post jobs, but they are also turning recruitment into a numbers game with diminishing returns
Postings either generate a tremendous response, most of whom were not qualified, or get lost and generate no response at all
Many postings are lost in the Job Board Jungle. It is common for a new posting to show up several pages deep on a job board. Job seekers may have to view hundreds of postings before they get to yours.
Is writing a job ad more of an HR function or marketing function?
102
What will grab their attention?
Job seekers have a hard time sifting through the avalanche of job postings.
The Internet has created thousands of places for companies and job seekers to find one another
Recruiting people requires a fundamental change – one that is understands the potential and challenges of the Internet
103
What message(s) will find enrollment?
You know how to hire people better than anyone else.
Candidate-driven job postings perform better.
It takes way too much time to write job ads and navigate the job boards.
Most people don’t want to read a job description.
104
What message(s) will find enrollment?
The online portion of recruiting is one of the least favorite parts of my job.
Job boards have radically changed the way you source and recruit candidates
Companies are not willing to pay executive search fees for candidates sourced from job boards
Postings get lost in the Job Board Jungle
105
What message(s) will find enrollment?
Database search is expensive and frustrating
It is getting harder and harder for good job postings to rise above the noise
106
What message(s) will build rapport?
The Conference Board Help-Wanted Online Data Series shows 4.8 million unduplicated jobs posted on over 1,200 job boards in the US. Over 50% of these jobs are reposted each month.
This does not count postings in the social networks and corporate job boards
What is your sourcing strategy? Selecting the right Job Boards, Databases to Mine, Social Network and the Groups within Social Networks
are critical decisions.
In the early days, the most recent jobs posting were
always at the top of the page. Eventually, the Job
Boards adapted to show the “most relevant” job postings regardless of when they were posted.
107
What message(s) will build rapport?
Our customers are interested in someone managing the Job Boards for them. They want to move from spending time sourcing candidates to interviewing qualified people.
We understand what boards perform in what geographic regions and for various positions
Companies have good ads on the wrong boards or bad ads on the right boards
We know how to dive into search engines, create boolean searches, and write Google Strings
108
What message(s) will build rapport?
The social networks added even more complexity to posting jobs
Navigating Social Networks requires building networks with a minimum of 500 contacts to reach the tipping point + learning how to recruit in these networks
109
What message(s) will build rapport?
The job boards originally reduced the friction for the job seeker and the hiring company. Things became much more fluid.
Now, the friction is drowned out by all the noise.
A recent sales job search on one of the top three boards in Kansas City found1,920 postings. The job seeker would have to view 77 pages with 25 jobs posted per page.
Indeed says the average company utilizes 8 sources and the average job
seekers look at 16 channels
To keep ahead of the curve takes on-going training and a broad
exposure in the online world.
110
What message(s) will build rapport?
In 1994 I started my career in staffing and recruiting. We grew our firm
to over 600 people a day working for a variety of companies in a
town of 86,000. We had the lowest unemployment rate in the nation.
And recruiting, compared to now was easy. We dominated the
Classified ads. There were a couple of sources to advertise, but the classified ads ruled.
In 1998, we got a corporate discount with Monster, but declined to use
it. Why? The classified ads worked great.
111
Landing Page
What They Want:
How to Approach:
Do:
Don’t:
Job Description
Flood�or�Crickets
NLP Campaigns
Job Board Status Quo
Retail Pricing
Job Ad
Environmental Scan
Campaign Tuning
Legacy Contracts
1
2
3
8
Job Ad
Campaign Tuning
Environmental Scan
Prospect: ________________________________
Need: ___________________________________
NLP �Database Search
Posting Strategy
Legacy Contracts
. . .
(the fewer the better)
“Mystery X”
Intellect Traits
Campaign Experience
Environmental Scan
Story:
Trap:
Q&A:
Concept:
Short statement that intuitively communicates the X in 30sec
118
What are the symptoms of their current situation?
Job Posting
Boil this down to a short summary
Status Quo
119
Here is where you get into the features/benefits of your solution
Promise of NLP
Campaign
120
Job Posting
When NLP Campaigns are implemented, the job experience matches the candidate’s expectations
Campaign
121
Campaign
Story:
Trap:
Q&A:
Concept:
Short statement that intuitively communicates the X in 30sec
122
What are the symptoms of their current situation?
Job Desc
Boil this down to a short summary
Status Quo
123
Here is where you get into the features/benefits of your solution
Promise of NLP
Job Ads
124
Job Desc
When NLP Campaigns are implemented, the job experience matches the candidate’s expectations
Job Ad
125
Job Ad
Story:
Trap:
Q&A:
Concept:
Short statement that intuitively communicates the X in 30sec
126
Job Boards
Story:
Trap:
Q&A:
Concept:
Short statement that intuitively communicates the X in 30sec
127
Legacy Contracts
Story:
Trap:
Q&A:
Concept:
Short statement that intuitively communicates the X in 30sec
128
NLP Campaigns for Hiring Companies
OBSESSED WITH REDUCING THE FRICTION IN HIRING
01
02
04
03
Research supply and demand, compensation ranges, and competitor postings
Write job ads that compel the desired job seekers to apply
JOB AD
Engage the pipeline to find the IAQ (interested, available, and qualified)
FILTER
Spend more time qualifying applicants & searching for top employed performers
SEARCH
MARKET INTELLIGENCE
05
Interview and present candidate portfolio
CANDIDATE PORTFOLIO
NLP Campaigns for Hiring Companies
OBSESSED WITH REDUCING THE FRICTION IN THE HIRING PROCESS
01
02
04
03
05
Research supply and demand, compensation ranges, and competitor postings
Write job ads that compel the desired job seekers to apply
WRITE AD
Engage the pipeline to find the IAQ (interested, available, and qualified)
FILTER APPLICANTS
Search job board databases for resumes that are a fit on paper and invite them to apply
RESUME SEARCH
Measure campaign performance and tune where needed
ANALYTICS
MARKET INTELLIGENCE
Campaign Options?
Do-It-Yourself Mentality
Job Description
Candidates to Interview
Applicants
Budget (Campaign)
Campaign Options?
Do-It-Yourself Mentality
Candidates to Interview
Job Description
Full Service (Campaign + Tuning)
Job Description
Candidates to Interview
Applicants
Budget (Campaign)
Sales Strategy
Tuesday w/Jeremy
Wednesday Strategy Session
Next Steps
Relationship building
Scott’s convenor role
Jim’s passion
Market Adoption Lifecycle (Slide 13)
Team positions (Slide 6-7)�--------�Qualifying Triangle (Slide 41)
See the Work (Slide 5)
Intellectual Traits – Jim and Jeremy’s differences + writing job ads (Slide 8)
NLP Market Position – How we see NLP’s market position (Slides 21-24)
Tuning Biz Model – Jim and Jeremy help us tune into the market (Slide 19)
NLP X’s – How we eliminate the competition (Slides 46-47)
NLP Campaign – Options for available to the customer (Slides 61-63)
We want to queue up next steps in terms of what Jim and Jeremy want us to build for them to support the sales strategy.
May include:
Jeremy’s leads
Jeremy’s approach to selling
Delineation between Staffing vs Recruiting campaigns (Slide 60)
NLP needs analysis – Current approach? Budget? (Slide 40)
Qualifying Triangle (Slide 41)
Defining qualified leads
Pricing campaigns
133
Zoho vs Ceipal
Zoho $650/yr
CEIPAL $360/yr
1
Extracting Applicants from Job Board
2
Applicant Status Tracking
3
Contacting Applicants
4
Team-Based Approach
5
Submitting to Client
$3500
$6500
$1500
ENVIRONMENTAL SCAN
(market intelligence)
JOB AD�(personality/traits)
FILTER APPLICANTS
(interested-available-qualified)
INVITE�(passive job seekers)
CANDIDATE PROFILE�(experience/skills/character)
COMPONENTS
EASY
MID
DIFFICULT
Service Levels
Hiring Company filling Open Positions
Thinking like an ad agency
RECRUIT�(top employed performers)
Thinking like a sales rep
Easy Campaign P&L
Duration: 2 days
Sales
Advertising
Campaign Team ($40/hr)
$375
$283 Indeed ad buy
$68 Zip posting
$24 CB posting
$324 (8 hrs)�
Job Ad
Posting
IAQ (3-6 applicants)
$300
$1,500 x 20% commission
Revenue | $1,500 |
Expense | $1,000 |
Profit | $500 |
136
Mid Campaign P&L
Duration: 7 days
Sales
Advertising
Campaign Team ($40/hr)
$375
$283 Indeed ad buy
$68 Zip posting
$24 CB posting
$1,170 (28 hrs)
Environmental Scan
Job Ad
Posting
IAQ (6-12 applicants)
+ RDB
$700
$3,500 x 20% commission
Revenue | $3,500 |
Expense | $2,245 |
Profit | $1,155 |
137
Difficult Campaign P&L
Duration: 30 days
Sales
Advertising
Recruiting Team
$375
$283 Indeed ad buy
$68 Zip posting
$24 CB posting
$2,680
Environmental Scan
Job Ad
Posting
IAQ (6-12 applicants)
RDB
+ Recruiter
+ Profiles (1-3 candidates)
$1,300
$6,500 x 20% commission
Revenue | $6,500 |
Expense | $4,355 |
Profit | $2,145 |
138
Campaign Subscription P&L
What is it for? (2-3 easy-to-fill jobs & 12 postings & 18 interviews → 12 hires)
Sales
Advertising
Campaign Team ($40/hr)
$941
$200 Zip (90 days)
$288 CB (12 slots)
$453 Indeed
$7,459 (186 hrs)�
Environmental Scans
Job Ads
Posting Budget
IAQ (3-6 applicants per post)
Tuning
$3,600
$18k x 20% commission
Revenue | $18,000 |
Expense | $12,000 |
Profit | $6,000 |
139
Dating vs.
Recruiting
IAQ?
How similar are they?
No Show
Contacted
NLP Disqualified
Interview Scheduled
Rejected by Client
Applicant Withdrew
Applied
Offered
Not Joined
Hired
Stood Up
Match
Swipe Left
Meet-n- Greet
Unmatch
Swipe Right
Date
Stood Up
Relationship
140
Dating vs
Recruiting
�
How similar are they?
No Show
Stood Up
Contacted
Match
NLP Disqualified
Swipe Left
Interview Scheduled
Meet-n- Greet
Rejected by Client
Applicant Withdrew
Unmatch
Applied
Swipe Right
Offered
Date
IAQ?
Not Joined
Stood Up
Hired
Relationship
141