Interview with Assaf Eisenstein (GooodJob)
GooodJob provide employees with tools to help maximize referrals.
I interviewed Assaf Eisenstein, GooodJob (employee referral software) founder and CEO to find out more. This interview is the hundredth in a series of DW interviews. Big thank you to Assaf!
How would you describe GooodJob in under 50 words?
GooodJob’s pioneering approach to the employee referral program enables companies to motivate the referral efforts of employees, while leveraging their social media networks to reach top talent.
What are the main benefits of employee referral programs?
Employee referral programs are an incredibly powerful internal sourcing method for companies of all sizes. Cost- and time-efficient, they allow you to use your existing resource – your employees – to reach out to similarly talented candidates. Their word-of-mouth recommendations are reliable, and that they would publicly endorse their companies resonates with their friends, sending the message the job opportunities are worth looking into.
What’s your background? What made you decide to start working on GooodJob?
Before I founded GooodJob, I worked as the CEO of a large company.
My wife owns a recruiting agency, and I was first exposed to the field through her. I was particularly drawn to the corporate recruiter side of the table, though, and started considering how recruiters could save time and increase their access to better candidates. As I mentioned earlier, employee referrals are a major source of hiring. With the explosion of social media networking, all companies, through their employees, have access to networks of thousands of potential candidates. It was simply a matter of properly combining these two powerful channels – employee referrals and social recruiting – into an effective method that corporate recruiters, employees and candidates would all embrace. And that’s exactly what GooodJob delivers.
What appealed most about being your own boss?
Actually, it’s harder than working for somebody else. You need to meet standards and goals that you set yourself. And forming a new company for a service that has never existed is one of the most challenging tasks one can encounter – yet also one of the most rewarding.
What planning did you do before you started up?
Extensive market research – everything from reading countless industry blogs and research studies, to studying surveys and trends, and to speaking with potential customers in order to better understand their short- and long-term needs.
But it is actually not just about planning – it’s about possessing a belief in a revolutionary vision.
Congratulations for your selection as a finalist in this years startup competition at the Recruiting Innovation Summit 2012. Apart from winning, what do you hope to get out of the conference?
Thanks, we’re very excited!
We’re looking forward to the feedback from conference attendees and competition judges and off course PR and media coverage – like the occasional DoesWhat interview… :)
Great name! How did you come up with it?
The first is that the name represents our company’s philosophy: referrals fall outside of employees’ job descriptions, and organizations need to recognize that extra effort, and tell them, “Goood Job.” In addition, we offer companies a fantastic way to reach out to potential candidates and share their “Goood Jobs.”
Our second answer is more informal: many successful Internet companies have two O’s in their names – think Google, Facebook, Yahoo. We took our cue from them, and added another letter for goood luck!
What was the most challenging part of developing GooodJob?
Assembling a strong team of serious, passionate and dedicated individuals.
How long did it take to put together GooodJob?
The idea was brewing in my mind since 2008; we started officially in February 2011.
Who uses GooodJob?
We have about 30 clients, including Microsoft, ECI and HP. Their employees simply love our platform, and the companies have all increased their ROI’s.
Do you have any new features in the pipeline?
We have several upcoming developments. Unfortunately, I can’t divulge any of them at this point. (But trust me, they’re worth the wait!)
Where do you see GooodJob in 5 years time?
With 10,000 customers worldwide, and an additional three breakthrough features.
Who would you say is your biggest competitor?
A corporate recruiter who doesn’t want to source better candidates or save money for their organization.
Any employee referral success stories you’d like to share with us?
One of our customers, an Israeli startup called Panaya, has a great HR team, headed by Ilan Stern. They effectively implemented our platform a little less than six months ago, with amazing results. We’re currently preparing the final draft of a case study outlining their successes.
What do you like to do on days off?
Well, at this stage official days off are few and far between. With the little time that I do have, I enjoy spending it with my wife and two kids, and mountain biking.
What one piece of advice would you give to someone starting up their own business?
Carefully craft the value proposition that you want to offer to your potential customers. Listen and understand their pain and how much they are willing to pay to solve it. Remember, a simple tool that’s nice to have isn’t enough. Plan and design an efficient method to meet customer acquisition costs. At the end of the day, your long-term value has to be greater than these costs. Know your weaknesses, and recruit the best people to your team.
What are you most excited about at the moment?
The competition in San Francisco, of course :)
Can you convince the reader to start using GooodJob in under 50 words?
How’s two? Free Trial.
OK, a bit more: With GooodJob harness the power of social to increase visibility among your employees’ 1st, 2nd and 3rd degree qualified connections – passive candidates who aren’t perusing job boards. Inject fun into your referral program, and engage and motivate employees to participate.
Finished reading? Check out GooodJob!