WEBVTT

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Welcome to this explainer. Today, we are
breaking down a totally new evidence-based

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approach to hiring
called Enterprise Match.

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Look, if you've ever felt like the
traditional hiring process is just this

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giant, exhausting maze of
inflated claims and massive fees,

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well, you are definitely
in the right place.

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We're going to explore exactly how to shift
the focus back to real documented work.

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So let's dive right in with a fundamental
question, one that kind of challenges

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the entire foundation of
how recruiting works today.

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What if you paid only to examine
real evidence on a real position when

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a real candidate has actually
agreed to be considered?

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I mean, it sounds like
basic common sense, right?

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But as anyone who has ever
tried to fill a role knows,

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that is the exact opposite of how
the industry operates right now.

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To understand how this whole
thing works, here is our roadmap.

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First, we'll look at the
broken hiring market.

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Second, introducing Enterprise Match.

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Third, how platform usage works.

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Fourth, a transparent cost model.

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And finally, number five,
timelines, boundaries, and consent.

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All right, let's kick things off with
section one, the broken hiring market.

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To really appreciate the solution
here, we have to take an honest look

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at the problem.

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Right now, hiring runs entirely
on claims and keywords.

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And the market, well, it charges you heavily
for this completely inefficient system.

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Take a look at this number, $5,475.

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According to SHRM, that is the average
cost to hire just one non-executive

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employee. Let that sink in.

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And honestly, this perfectly illustrates
why the status quo is just draining

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your budget.

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Let's look at the flaws
we're dealing with.

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Staffing agencies typically take a
15-25% cut of a first-year salary.

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So for a $60,000 job, you're
paying up to $15,000 just in fees.

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No way, right? Then you've got recruiting
software billing you for monthly

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seats even if they're
sitting completely empty.

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Or job boards charging per click,
trapping you in this endless bidding

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war where you're just paying for eyeballs,
not actual interested candidates.

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Introducing Enterprise Match.

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So this platform completely flips
that broken model on its head.

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But let's be clear, it
is not for everyone.

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It is strictly for verified direct
employers and authorized staffing firms

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who are filling genuine open W-2 positions,
so actual employee roles, not temp gigs.

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And just as importantly, let's
talk about what it's not.

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This is absolutely not a resume database.

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It's not built for open browsing
or going on phishing expeditions.

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It's a highly targeted,
highly secure environment.

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Now, at the very core of this entire
solution is something called the living

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professional record. Instead
of relying on a static,

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let's be honest, easily exaggerated resume,
the candidate builds a worker-owned,

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evidence-linked record of
their real professional work.

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Then you, the verified employer, get
to examine the actual evidence that

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the candidate has specifically
authorized for your open position.

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It's a real game-changer.

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When you actually sit down to evaluate
a candidate's living professional

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record, you're getting the honest facts.

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And notice what is missing here.

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There are no arbitrary scores, no
rankings, no AI crystal balls trying

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to predict human behavior.

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Actually, you know what?
It's just pure data.

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This platform gives you a strict
criterion-by-criterion statement of what

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is actually documented. Just
pure, objective evidence.

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How platform usage works. Okay, so
platform usage is cleanly tied to just

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two things. Positions and reveals.

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Here's how it plays out. Step 1.

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Your plan sets how many verified
positions you can run at once,

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say 1, 10, or 50. Step 2. When your
position qualifies and a candidate

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authorizes it, you start receiving
candidate summaries in fixed 24-hour

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cycles in blocks of up to 20.

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And browsing these summaries?

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That costs you absolutely nothing.

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Free browsing. Then step three
is where the magic happens.

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If you actually like a summary you
spend exactly one reveal credit.

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Doing that unlocks the candidate's
identity and contact info through a

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fresh consent check.

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You know, here is the absolute budget
game changer: those reveal credits.

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They last a full 12 months or until
you use them and they're shared across

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all of your open positions. There's
no ticking clock at the end of the

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month. If you decide to pause
hiring this quarter, no worries.

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Your credits are right there
waiting for you in the next.

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A transparent cost model.

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Under this transparent model,
you only ever pay for two things.

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Position access and reveal credits.

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That is literally it. Think about
what is completely eliminated here.

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No more painful percentage
fees on a new hire's salary.

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No more ticking monthly clocks
billing you for empty seats.

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And definitely no more per-click auctions
that just drain your budget without

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delivering actual candidates.

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The whole shebang is 100% usage-based.

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Now, you might be wondering
about the exact dollar amounts.

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Because who is buying matters
just as much as what is bought,

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exact pricing is securely revealed only
after your organization goes through

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verification. But importantly, and I
literally cannot stress this enough,

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candidates pay absolutely nothing, ever.

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Their participation is completely free.

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Their identity is never sold, and money
never ever alters how their consent works.

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Finally, let's wrap up with section 5,

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timelines, boundaries, and consent.

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To make a system like this actually
work, strict timelines are absolutely

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crucial. On this platform, a candidate's
status is revalidated every 14

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days. Think about why that matters.

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It solves a massive legacy problem.

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It means that you, as the employer,
are never wasting your valuable time

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examining stale records, or chasing
down candidates who already took a

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job three months ago.

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And this creates incredibly healthy
boundaries for everyone involved.

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The candidates? They have total control.

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They get to see your specific position.

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So the employer name, the actual
work, the comp, the location,

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all before deciding anything.

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And if they withdraw, their
participation stops immediately.

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On your side, as the employer, you
have to use a verified business domain

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email to set up an account. Now, the
platform doesn't promise massive volume

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or guaranteed hires. What it does is
keep the evidence honest and the consent

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real, leaving the actual
decisions up to you.

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Start with the position, keep
the hiring decision human.

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By stripping away all those bloated
fees, the weird AI ranking biases,

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and the wildly exaggerated resumes,
you're left with what actually matters.

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Honest, documented evidence that keeps
the final hiring decision exactly

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where it belongs, in the
hands of a real human being.

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So as we wrap things up today, I
really want you to ask yourself.

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Is your organization ready to stop
paying exorbitant fees for mere claims

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and start hiring based on real,
candidate-approved evidence?

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If you are tired of the broken status
quo, it might just be time to rethink

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your approach. Thanks so much
for joining me on this Deep Dive,

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and keep learning!