<aside> 👉 Right now, we're charging $5K per team profile annually. Fair deal, you're wondering? Most companies in this space won’t do squat for under $15K. We’ll be transparent though: there’s a small catch. By default, we’ll collaborate with your team using Slack, Zoom, and Google Docs, and make use of our recommended 2-week production workflow. If you can’t use these tools or your org runs on the slow side, our project management costs will go up and we’ll pass them on to you. If this might be you, we’ll revisit pricing on our intro call.
</aside>
<aside> 👉 We're targeting a wide range of outcomes. The most concrete are recruiting KPIs: outbound response rates, quality of inbound applicants, and number of team member referrals. But Before You Apply is about more than metrics. We also see it as our role to 1) foster a partnership mentality between recruiting and the teams they support, especially engineering, 2) support retention efforts by celebrating the values that draw in candidates and the hard work and success of current team members, and 3) build alignment around talent initiatives and set expectations for cross function involvement in recruiting.
</aside>
<aside> 👉 We'll have you sign a contract before we create the profile allowing you to use the content anywhere you like—social, careers page, whatever—without paying us any fees, ever. Notably, this is awesome (in our humble opinion), as other services in our space charge you an arm and a leg to license "their" content outside of "their" platform. Notably, our contract also gives you take-down rights, ie: you can request we remove the content from the Before You Apply website. This may come into play when a person featured in a profile leaves your team.
</aside>
<aside> 👉 About 10 days, though we rarely start immediately. We work in 2-week sprints. First things first, we’ll get yours on the calendar. Sometimes that’ll be next week, but if your teams is difficult to schedule (most are) then we’ll aim for a month or two out. The sprint itself takes 10 business days for everything: content production, editing, training, and launch.
Now, if you can't GSD in a two-week window (you're not alone), you’re not out of luck. Our production team will be happy to work 1:1 with you to design a more modest production schedule. Note, however, that we will charge you more to cover the cost of extra project management.
A humble request: Please trust our process. We’ve been doing employer branding work for a long time and, with team profiles, it’s been quite a ride get the workflow right. We promise that things like over-customization and drawn-out timelines will make this less great for everyone.
</aside>
<aside> 👉 Team profiles are built on original content and interviews with your team members. Over the 2-week production sprint, here's what we’ll need from folks on your side.
</aside>
<aside> 👉 To say the least, we're just getting started. Next up: user accounts for both companies and candidates. In the mid-term, we'll give teams the ability to add their own content, and candidates the ability to express interest in a few clicks. Further out, our minds are on incentives. The teams that share the most authentic, truthful content should be more visible to the best candidates. And candidates should be rewarded for engaging with a team's content, so that more engagement puts their resume higher on the so-called pile.
</aside>
<aside> 👉 The short answer: no. We’ve done extensive research with candidates, especially senior engineers and sales people, to find out what they want to know before they apply for jobs. It’s clear that candidates care most about hearing from “the people I’ll sit next to.” Everything about BYA is created with the candidate in mind. So for now, we’re all about teams.
</aside>
<aside> 👉 Generally speaking, no. The questions are standardized to support candidates who like to compare multiple teams/companies. That being said, we’re happy to discuss adding a few bonus questions. Caveat: we may lightly edit your suggestions to match the product voice.
</aside>