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Keep in mind.

  1. RARE and Valuable
  2. Fulfill human desires
  3. Spot human desires by watching what they do (Revealed preferences)
  4. Desires always remain, no market is “DONE”

Tactics

  1. Serve the dissatisfied minority ↳ Mainstream does not serve them. (Beachhead)
  2. Cannot create desires, only satisfy them make it easier, faster, cheaper for people to do what they’re already doing
  3. Don’t make people work harder. Always reduce effort, not increase motivation
  4. Satisfy core motivations effortlessly ↓ more people ↓ more successful.
  5. Significantly increase efficiency in satisfying desire.

(Gratification: status, food, love, money) (Effort: money, time, reputation)

  1. PMF [Product Market Fit] -> Requires Delta-4 in efficiency. Big improvement over status quo
  2. Efficiency -> Don’t think about market, plan for Efficiency

TALENTPRISM

RARE - Searching DB [illegible/crossed out] !

SOURCE / QUALIFY

  • Resume
  • Chat interactions
  • Rec. notes.
  • Phone calls.
  • Right bracket grouping these items pointing to: Fit (Job, Candidates)
  • Arrow pointing down to: Minimize (Time to hire)

Outbound campaigns

  • Rare — TP [Talent Prism] helps qualify leads < 1 hr. not days
  • Valuable — TTH [Time To Hire] is core metric.
  • Human desire — finish work well + low effort.
  • Revealed preferenc — slow to follow up (low effort). dislike reviewing resumes.
  • Dissatisfied minority — ? (TBD)
  • Existing desires — YES, Recruiting is not changing.
  • Low effort — YES. (TBD).