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1 | Name | Role | Current Situation | Key Features/Motivation to Use App | ||||||||||||||||||||||
2 | Disgruntled, Disadvantaged Job Seeker | Applicant | - Struggling to find a job, wants to try something different | - Anonymous applications | ||||||||||||||||||||||
3 | - Has reasons to believe that race, gender, age, appearance, etc. is affecting their job search or has in the past | - Ability to use their *own discretion* and include accomplishments they're proud of, while excluding information that may hurt them due to employer biases | ||||||||||||||||||||||||
4 | - May be seeking a job for which they don't fit the stereotype | |||||||||||||||||||||||||
5 | Afraid to Leave | Applicant | - Unhappy at current job due to discrimination that HR is not managing appropriately | - Ability to ask questions anonymously in a relevant forum | ||||||||||||||||||||||
6 | - Worried about voicing complaints for fear of retaliation internally (ex. bad performance reviews) | - Networking for advice,mentorship, and future opportunities | ||||||||||||||||||||||||
7 | - Worried about leaving the company for fear of retaliation externally (ex. boss wouldn't provide a good recommendation or would gossip in the industry community) | - Anonymous applications (so that they can apply for jobs without fear of their current employer finding their profile) | ||||||||||||||||||||||||
8 | - Might not be in a financial position to potentially lose their job without another one lined up | - Access to a set of employers that value diversity and want to prevent unconcious bias | ||||||||||||||||||||||||
9 | Career changer | Applicant | - Has relevant skills, but professional experience is largely unrelated to current job search | - Option to advertise skills separately from specific job titles --> ability to market their experience in general terms, without employers making assumptions based on previous industry | ||||||||||||||||||||||
10 | - Potential employers are distracted by their previous roles, and/or make faulty assumptions about which roles the candidate would be a good fit for, based on previous industry | - Ex. former graphic designer wants to become a *backend* programmer, but is only getting opportunitites to do front-end design work. Wants to include skills gained from previous roles (e.g. project management?) in general terms, without getting flagged as a 'designer' | ||||||||||||||||||||||||
11 | - For example, anyone at a coding bootcamp who wants to market their coding background AND other relevant skills | |||||||||||||||||||||||||
12 | PR Nightmare | Company | - Under fire for lack of diversity (e.g. Uber) | - Anonymity of applicants (as it may lead to more diverse hiring) | ||||||||||||||||||||||
13 | - Public knowledge that the'yre engaged in hiring practices that promote diversity and prevention of unconcious bias | |||||||||||||||||||||||||
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15 | Inefficient hiring process | Company | - Worried that they are missing out on qualified applicants due to outdated recruiting processes (e.g. they only hire entry level software engineers at college career fairs, so they are missing out on bootcamp graduates and self-taught programmers) | - Ability to search through applicants based on broad skills/experience (e.g. project management), knowledge of specific technologies (e.g. React), and unusual combinations of these | ||||||||||||||||||||||
16 | - Some kind of assessment is a key component of their hiring process and they want to streamline it | - They already give an assessment to most candidates (coding challenge, case interview, writing activity) and would be open to trying a recruiting platform that would allow them to upload these activities and send them to applicants | <<-- We could have a feature where employers can upload specific activities and send them to applicants | |||||||||||||||||||||||
17 | - They give an assessment to most candidates and want to join a recruiting platform on which applicants have already completed these sorts of activities and they can review their solutions | <<-- We could have a feature where apllicants are given a random coding problem (or writing prompt, etc) from a huge database of problems that we'd create (similar to pavan's interview weekly site). The applicant would have a certain amount of time to complete it, then solution would then be viewable by recruiters. | ||||||||||||||||||||||||
18 | Hiring Spree | Company | - Worried that they are missing out on qualified applicants due to outdated recruiting processes (e.g. they only hire entry level software engineers at college career fairs, so they are missing out on bootcamp graduates and self-taught programmers) | - Ability to search through applicants based on broad skills/experience (e.g. project management), knowledge of specific technologies (e.g. React), and unusual combinations of these | ||||||||||||||||||||||
19 | - Need to hire tons of people immediately | - They want to weed out candidates by sending them a challenge question early on in the process | ||||||||||||||||||||||||
20 | - They give an assessment to most candidates and want to join a recruiting platform on which applicants have already completed these sorts of activities and they can review their solutions | |||||||||||||||||||||||||
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