06
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2016
Act.
11
d'Abril
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2016
Finding work is not easy, but nor is it for companies trying to find suitable candidates for a job vacancy. What is true is that it is a frustrating process and one that is often demoralising. This is particularly true when the list of candidates is public and the number is in the three or four digits, making the job of the recruiter more difficult and crushing the hopes of the applicant. In recent years, there have been different mobile applications on the market that aim to change the concept of finding work. The latest is Zeebe, a tool exclusively for smartphones developed by Luís Zabala and Ferran Güell, founders of the start-up of the same name.
The company boasts a luxury team with plenty of experience in the digital world: Luís Conde (Luís Conde's from Seeliger y Conde son), former employees of Google, Facebook and Infojobs, and Güell himself, who is also the CMO of Privalia. The firm is headed by Zabala as CEO, who says he firmly believes in the project, which he claims was born with the aim of becoming the leading mobile app in Spain in the area of skill matching.
A recruitment and branding tool
Saying the technology is based on skill matching means that the app finds candidate profiles with the abilities and capacities asked for in a job offer. This produces a list of potential applicants, presented in order according to the most suitable. It is a process that, according to Zabala, "allows for saving time when a recruiter is searching." Instead of having to plough through 400 CVs sent in as a response to the job ad, he or she will get a list of fewer than 20 suitable people for the selection process.
The second pillar of the app is that the selection of future employees can be done as a group, in other words, joint recruiting, according to the CEO. The first step is that the app automatically presents a list of potential applicants, while at the same time the company manager can review the profiles and select the more interesting ones.
Moreover, Zeebe can become a good branding tool, as it includes the option of posting videos to "sell the company": "In the end, the talent chooses the company according to its added value," says the co-founder.
For the white collar market
Zabala admits that they are operating in a sector in which competition is growing. Nevertheless, he thinks their app stands out from the rest because, on the one hand, they have a tool designed exclusively for mobile, which marks them out from LinkedIn or Infojobs. On the other, they focus on job offers for the white collar market, where there are fewer rivals: "We post offers for qualified jobs, such as developers or designers. There are a lot of apps that focus on the blue collar sector, in which the hostelry industry has a considerable presence. In this sector there are big players, such as Job Today, but they are not our direct rivals."
As mentioned, the fact of being for mobile is one of the app's stand-out features, although Zeebe are clear that duplicating the platform for computers is a step they will take in the future. "The telephone allows for doing things more quickly, it is more intuitive and makes the task easier," points out the CEO, "but we also know that there are people who prefer to do the same thing on the computer because it is more convenient for them."
Designed for new companies
The users can be divided into two segments. The first is that of companies with job vacancies, while the second is for applicants looking for work. Despite Zeebe being a tool suitable for any company, Zabala points to the "new economy" as its main target: "There are a lot of new companies that need workers but that do not have a Human Resources department."
At the same time, the app can automatically recommend specific abilitiies to the manager wanting to post an offer. All they need to do is indicate the name of the vacancy, the sector or area, and the tool downloads a list. "We have mapped different areas and given them requirements; we know which abilities are called for most and we show them to whoever posts the ad, that way we facilitate the process," says the CEO.
As for the applicants, the app also distinguishes between two options. One is the public profile, which the platform directly signs up to all the offers that fit the user's preferences and abilities. According to Zabala, the user does not have to waste time going over offers every day, as "he or she knows that their CV is already matched with all the suitable offers."
The other option a private profile. This is particularly useful for those who want to changecompanies without anyone knowing. "They can look at offers and sort of 'Like' the companies that interest them," and this allows the company posting the offer to see their CV.
To receive, one must firt give
The app has only been on the market for a month, and already has a modest 1,000 users and 100 offers, which are numbers that are nevertheless growing. The aim is to get to summer with 100,000 users and between 4,000 and 6,000 posted ads.
For the moment, the tool is free. "We understand that we can only charge once we are offering value," says Zabala, who continues to argue that the creation of this added value is a process that requires time. In any case, once they think they have enough of a presence, the team will start charging for each ad posted by a company as well as offering a premium service to applicants.
The capital to begin the start-up all came from private capital, particularly FFFs, which the CEO jokingly calls "fools, fools and fools". "Friends and family that believe in you deserve recognition and your respect because they have shown confidence in you and have got involved without really knowing what you are doing and without any expertise in the field," he says. And the list of acknowledgements mentions the two tech partners Be Mobile and Omatech, referred to as "top partners that provide technical stability to the project."
The company boasts a luxury team with plenty of experience in the digital world: Luís Conde (Luís Conde's from Seeliger y Conde son), former employees of Google, Facebook and Infojobs, and Güell himself, who is also the CMO of Privalia. The firm is headed by Zabala as CEO, who says he firmly believes in the project, which he claims was born with the aim of becoming the leading mobile app in Spain in the area of skill matching.
A recruitment and branding tool
Saying the technology is based on skill matching means that the app finds candidate profiles with the abilities and capacities asked for in a job offer. This produces a list of potential applicants, presented in order according to the most suitable. It is a process that, according to Zabala, "allows for saving time when a recruiter is searching." Instead of having to plough through 400 CVs sent in as a response to the job ad, he or she will get a list of fewer than 20 suitable people for the selection process.
The second pillar of the app is that the selection of future employees can be done as a group, in other words, joint recruiting, according to the CEO. The first step is that the app automatically presents a list of potential applicants, while at the same time the company manager can review the profiles and select the more interesting ones.
Moreover, Zeebe can become a good branding tool, as it includes the option of posting videos to "sell the company": "In the end, the talent chooses the company according to its added value," says the co-founder.
For the white collar market
Zabala admits that they are operating in a sector in which competition is growing. Nevertheless, he thinks their app stands out from the rest because, on the one hand, they have a tool designed exclusively for mobile, which marks them out from LinkedIn or Infojobs. On the other, they focus on job offers for the white collar market, where there are fewer rivals: "We post offers for qualified jobs, such as developers or designers. There are a lot of apps that focus on the blue collar sector, in which the hostelry industry has a considerable presence. In this sector there are big players, such as Job Today, but they are not our direct rivals."
As mentioned, the fact of being for mobile is one of the app's stand-out features, although Zeebe are clear that duplicating the platform for computers is a step they will take in the future. "The telephone allows for doing things more quickly, it is more intuitive and makes the task easier," points out the CEO, "but we also know that there are people who prefer to do the same thing on the computer because it is more convenient for them."
Designed for new companies
The users can be divided into two segments. The first is that of companies with job vacancies, while the second is for applicants looking for work. Despite Zeebe being a tool suitable for any company, Zabala points to the "new economy" as its main target: "There are a lot of new companies that need workers but that do not have a Human Resources department."
At the same time, the app can automatically recommend specific abilitiies to the manager wanting to post an offer. All they need to do is indicate the name of the vacancy, the sector or area, and the tool downloads a list. "We have mapped different areas and given them requirements; we know which abilities are called for most and we show them to whoever posts the ad, that way we facilitate the process," says the CEO.
As for the applicants, the app also distinguishes between two options. One is the public profile, which the platform directly signs up to all the offers that fit the user's preferences and abilities. According to Zabala, the user does not have to waste time going over offers every day, as "he or she knows that their CV is already matched with all the suitable offers."
The other option a private profile. This is particularly useful for those who want to changecompanies without anyone knowing. "They can look at offers and sort of 'Like' the companies that interest them," and this allows the company posting the offer to see their CV.
To receive, one must firt give
The app has only been on the market for a month, and already has a modest 1,000 users and 100 offers, which are numbers that are nevertheless growing. The aim is to get to summer with 100,000 users and between 4,000 and 6,000 posted ads.
For the moment, the tool is free. "We understand that we can only charge once we are offering value," says Zabala, who continues to argue that the creation of this added value is a process that requires time. In any case, once they think they have enough of a presence, the team will start charging for each ad posted by a company as well as offering a premium service to applicants.
The capital to begin the start-up all came from private capital, particularly FFFs, which the CEO jokingly calls "fools, fools and fools". "Friends and family that believe in you deserve recognition and your respect because they have shown confidence in you and have got involved without really knowing what you are doing and without any expertise in the field," he says. And the list of acknowledgements mentions the two tech partners Be Mobile and Omatech, referred to as "top partners that provide technical stability to the project."