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Talent Pipeline Solutions

Global HR Tech and Competition Landscape,2013

1. Glance at the Global Recruitment Landscape

2. Facts and References

3. Overview of Joberate Express, Signal and Signal Rank and Automated Online Assessment

4. Competitors

Joberate - Global HR Tech and Competition Landscape, 2013

The content:

The whole global tech market in recruitment and HR industry is estimate to be 120-130B USD and happens to be very fragmented, this number also includes software that is provided to and by staffing companies (like Randstad, Adecco, Kenexa, Kelly, Manpower etc.), recruitment agencies, independent sites for freelance workers (Elance, Workana etc.) and job boards. Even the biggest players in the market (Oracle/Taleo, SAP/SuccessFactors, IBM/Kenexa, Linkedin…) has less than 1% market share each which means that there will be major consolidation attempts coming in forms of mergers and acquisitions very soon.

The last round of big acquisitions were done in the last 5 years when Oracle, IBM, SAP etc. made their move to the HR tech market, however all the companies they acquired were from the times before social data, predictive analytics and effective big data tools appeared. As a result, the biggest part of the revenue of these companies come from what can be called already or soon to be legacy products and services. This will make us be witnesses of lots of coming movement in the marketplace in the next 5 to 10 years when “midsize” companies are building up towards heavy league (Workday, Cornerstone, Lumesse, PeopleFluent etc.). Some of them are already listed companies and looking aggressively at growth opportunities through acquisitions that can be led by market share, product or geographic area.

Overall competition for products like Signal and Express is not yet direct but rather indirect as those markets we operate in are still emerging and currently can be evaluated only by millions or maximum tens of millions while market potential in the next 5 to 10 year can reach billions. However we cannot ignore the indirect competition we face as we typically compete for the money that comes from the same recruitment budget. And in order to be able to replace these existing options, we are challenged not just to be a little bit better option, but significantly more efficient in cost efficiency or added value or both. Anyhow replacing other providers who we are sharing the existing budget with can be seen as a faster process even with the educational need that is still there before getting to be mainstream. Below applies more to the big multinational companies while the SME market is still emerging in many areas.

Our approach is to build a company from Joberate that has a suite of products and services for Talent Pipelining. Our aim is to establish direct sales and reseller model that allows us to constantly offer more for the same clients or find new verticals within the sectors where we see growth potential. We are also investing in our own development team and processes to be able to innovate in the space and introduce new products to the market. The market will offer us multiple exit opportunities within our different products areas and for the company as a whole, but more than that -opportunities to acquire promising startups in the space and scale them up through us and build a company that could go public by 2018.

Glance at the Global HR Tech Landscape

Main drivers that are changing HR and Recruitment tech landscape:

1. Business Agility, agile manage

-

ment2. Globalization, glocal (same time global and local) workforce3. Flatter Organizations4. Social media5. Mobility and mobile

57% of companies plan to make a major new HR software purchase in the next 18 months.”

More information:

http://www.forbes.com/sites/joshbersin/2013/05/31/7-reasons-hr-technology-is-so-hot-today/

http://marketing.bersin.com/rs/bersin/images/SGP01092013.pdf

http://www.bersin.com/blog/post/2013/09/HR-and-Talent-Software-Vendors-Get-Into-Data-Management.aspx

“More than 450 million people around the world could license and use corporate HR software, yet only 55-60 million seats have been sold. So this market is still young.”

The hottest categories?- New generation of recruiting

assessment, BigData)- Mobile applications - Analytics

tools (social recruiting tools,

Facts and references

WHAT

WHY

EFFECT

TECHNICAL

PRICING

Signal Rank and Automated Online Assessment

Narrowcasting and targeted marketing for jobs and job related content into special-ist niche channels

Traditional job advertise-ment by using job boards is inefficient and only reaches active candidates

Less but better quality applications for your open positions

Web platform and database of global channels combined with service

Ranges from : 250€ up-to 1500 € per campaign , depending on the purchased volumes and region

Candidate relationship management tool, purely designed to support modern recruitment process. Features includes candidates social media moni-toring, predictive analytics to define the job seeking status and automated online assessment for your talent pool.

It is not hard anymore to identify candi-dates, we can access billions of candi-dates any given time for free. To filter out who and why you should discuss with is where Signal plays significant role.

Better direction for more meaningful discussions with the right candidates at the right time.

CRM platform supported by the intelligence that is derived from the big data

Ranges from : 69€ up-to 199 € per month, depending on the amount of imported candidates

Job seeking status and auto-mated online assessment done to the talent pools provided as a service for other CRM and ATS development companies

To be able to monetize and build industry stand-ard from the talent related ranks we have developed.

Possibility to perform proac-tive recruitment while know-ing which candidates start to be active in certain the talent pool

Algorithm analyzing data from various online chan-nels and presenting it in a form of a job search activity rank

Based on license agreement

Competitors

Job boards:

Main differences:- Reaches only active job seekers- Recruiters complain about high numbers of irrelevant applications- Time and cost inefficient- The quality of applications is relatively low - Antisocial and outdated

Multi-posting Services:

Main differences:- Covers mostly job boards (same outcomes apply) and client’s corporate social media channels - Increased active candidate reach that causes even higher volumes of applications- time inefficiency in screening process- Does not offer the way to utilize the vast amount of external professional communities on social media

Recruitment Agencies and Internal Teams:

Main differences:- Expensive and time consuming- Possible over heads due to the unpredict-ability of the hiring needs - In case of agencies- lack of impact on long term recruitment activities- lost opportunity to build talent pools- No direct positive influence for employer brand

People Aggregators:

Main differences:- Not all observe candidates that are outside of client’s connections - Do not measure the level of candi-dates’ activity

Signal Rank and Automated Online Assessment

Potential competitors / customers:

Value of integrating Signal Rank:

- Quick and easy integration- Significantly smaller investment- Saved time and reduced risk of failure

CRMs: ATSs:

Main differences:- Focus on active recruitment- Lack full exploitation of social data, predictive analytics and do not offer effective big data tools.- Not all are live and automatically updated- Cannot define job seeking status of the imported external candidates that clients are not connected with- Provides poor candidate experience- time consuming application processes, repetitive information fillings- Filters out non traditional candidates

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