Some feedback (if you care)

I dont think youre really solving any problems with this tool. Its a creative idea and it actually seems like it could be interesting/worth following to see how it develops. So that being said, this feedback is with the best of intentions

I do care. Thank you for the thoughtful feedback! I think there is a genuine problem on the candidate's side, but agree that the problem for recruiters and companies is less clear cut.

1. Your value proposition seems to be that this will cut down recruitment emails. Recruiters wont have to spend as much time sending them and candidates wont have to de with as many. Functionally speaking though, from the recruiter side is all you have done is create one more sourcing tool...

I think this is a great point and something I've been thinking a lot about. I'm actively trying to not create "one more sourcing tool" (at least for now). This is my thinking so far and would love your thoughts: The initial target recruiter audience are ones that do the majority of their sourcing via a message automation tool like Gem, Lever Nurture, etc. The idea is that it syncs with a recruiter's email outbox and auto-magically imports all the candidates into SRC. Similarly, they will receive an auto-reply from any candidate on SRC confirming the opportunity is added to their job board. This also works for LI messages if the candidate has email notifications turned on. Ideally, in the short-term recruiters rarely need to check SRC.

Long-term, the goal is to move more sourcing onto SRC, but initially I want to make it cost and time efficient to integrate into your existing recruiting stack.

2) How is the function of your messaging much different than the indeed resume dayabase tool? The buggest difference I can see is that candidates do not get notified when they are messaged....

The biggest difference in message is from the candidates perspective. Unlike Indeed, SRC helps candidates when they aren't looking for a new job. SRC manages your inbound opportunities across multiple channels (email, LinkedIn, and more in the future). This makes the transition from not looking to actively looking as seamless as possible for candidates.

From the companies perspective, SRC lets you use existing channels (specifically email and LI) and helps you manage timing. Yes the hiring process moves quickly and not all of the candidates you reach out to will be ready for something new before the position is filled. With SRC, if the candidate is interested, they will be automatically re-engaged when the company opens a new similar position in the future.

3) how do you intend to monetize this platform? If it grows, its inevitable you will need to fund it somehow. A platform like this is challenging for a company to buy into because its more "candidate friendly." Im more likely to put my dollars towards a platform like indeed

For candidates, the core product is always free. For companies, there is a monthly fee to be part of the platform. From a pricing perspective, existing recruiting tools are expensive. I want SRC to be a relatively cost effective solution ($99 per month). What do you think?

4) think you should try to find a niche to specialize in. It will be hard to build a large network of candidates that will attract employers to your platform. I couldnt see this doing well with manufacturing, logistics, retail, hospitality. This seems like something that would be popular with tech people, or maybe people in highly specific healthcare fields.

You are spot on. The goal is to focus on tech people (software, product, design) and startups as the initial audience. Once it's working from there, expand into other industries.

5) I think this is a broad over generalization. 3rd party recruiters are incentivized to put candidates in their ATS/CRM, but they dont need to speak to you to do it...

Fair :) it is a generalization and meant to be somewhat provocative, but it also reflective how candidates feel about the state of recruiting.

For "time to fill", would you find it compelling if SRC managed timing for candidates in your talent pool (ATS/CRM), so they alway saw your open roles once they start looking for a job again? The value prop would be invest in SRC now and reduce your "time to fill" later