Enterprise Match: Explainer Video Transcript
Running time: 6:52
Narration only (one narrator). Timestamps are minutes:seconds.

[0:00] Introduction
Welcome to this explainer. Today, we are breaking down a totally new evidence-based approach to hiring called Enterprise Match. Look, if you've ever felt like the traditional hiring process is just this giant, exhausting maze of inflated claims and massive fees, well, you are definitely in the right place. We're going to explore exactly how to shift the focus back to real documented work. So let's dive right in with a fundamental question, one that kind of challenges the entire foundation of how recruiting works today. What if you paid only to examine real evidence on a real position when a real candidate has actually agreed to be considered? I mean, it sounds like basic common sense, right? But as anyone who has ever tried to fill a role knows, that is the exact opposite of how the industry operates right now. To understand how this whole thing works, here is our roadmap. First, we'll look at the broken hiring market. Second, introducing Enterprise Match. Third, how platform usage works. Fourth, a transparent cost model. And finally, number five, timelines, boundaries, and consent. All right, let's kick things off with section one, the broken hiring market.

[1:05] 1. The broken hiring market
To really appreciate the solution here, we have to take an honest look at the problem. Right now, hiring runs entirely on claims and keywords. And the market, well, it charges you heavily for this completely inefficient system. Take a look at this number, $5,475. According to SHRM, that is the average cost to hire just one non-executive employee. Let that sink in. And honestly, this perfectly illustrates why the status quo is just draining your budget. Let's look at the flaws we're dealing with. Staffing agencies typically take a 15-25% cut of a first-year salary. So for a $60,000 job, you're paying up to $15,000 just in fees. No way, right? Then you've got recruiting software billing you for monthly seats even if they're sitting completely empty. Or job boards charging per click, trapping you in this endless bidding war where you're just paying for eyeballs, not actual interested candidates.

[2:01] 2. Introducing Enterprise Match
So this platform completely flips that broken model on its head. But let's be clear, it is not for everyone. It is strictly for verified direct employers and authorized staffing firms who are filling genuine open W-2 positions, so actual employee roles, not temp gigs. And just as importantly, let's talk about what it's not. This is absolutely not a resume database. It's not built for open browsing or going on phishing expeditions. It's a highly targeted, highly secure environment. Now, at the very core of this entire solution is something called the living professional record. Instead of relying on a static, let's be honest, easily exaggerated resume, the candidate builds a worker-owned, evidence-linked record of their real professional work. Then you, the verified employer, get to examine the actual evidence that the candidate has specifically authorized for your open position. It's a real game-changer. When you actually sit down to evaluate a candidate's living professional record, you're getting the honest facts. And notice what is missing here. There are no arbitrary scores, no rankings, no AI crystal balls trying to predict human behavior. Actually, you know what? It's just pure data. This platform gives you a strict criterion-by-criterion statement of what is actually documented. Just pure, objective evidence.

[3:23] 3. How platform usage works
Okay, so platform usage is cleanly tied to just two things. Positions and reveals. Here's how it plays out. Step 1. Your plan sets how many verified positions you can run at once, say 1, 10, or 50. Step 2. When your position qualifies and a candidate authorizes it, you start receiving candidate summaries in fixed 24-hour cycles in blocks of up to 20. And browsing these summaries? That costs you absolutely nothing. Free browsing. Then step three is where the magic happens. If you actually like a summary you spend exactly one reveal credit. Doing that unlocks the candidate's identity and contact info through a fresh consent check. You know, here is the absolute budget game changer: those reveal credits. They last a full 12 months or until you use them and they're shared across all of your open positions. There's no ticking clock at the end of the month. If you decide to pause hiring this quarter, no worries. Your credits are right there waiting for you in the next.

[4:20] 4. A transparent cost model
Under this transparent model, you only ever pay for two things. Position access and reveal credits. That is literally it. Think about what is completely eliminated here. No more painful percentage fees on a new hire's salary. No more ticking monthly clocks billing you for empty seats. And definitely no more per-click auctions that just drain your budget without delivering actual candidates. The whole shebang is 100% usage-based. Now, you might be wondering about the exact dollar amounts. Because who is buying matters just as much as what is bought, exact pricing is securely revealed only after your organization goes through verification. But importantly, and I literally cannot stress this enough, candidates pay absolutely nothing, ever. Their participation is completely free. Their identity is never sold, and money never ever alters how their consent works.

[5:13] 5. Timelines, boundaries, and consent
Finally, let's wrap up with section 5, timelines, boundaries, and consent. To make a system like this actually work, strict timelines are absolutely crucial. On this platform, a candidate's status is revalidated every 14 days. Think about why that matters. It solves a massive legacy problem. It means that you, as the employer, are never wasting your valuable time examining stale records, or chasing down candidates who already took a job three months ago. And this creates incredibly healthy boundaries for everyone involved. The candidates? They have total control. They get to see your specific position. So the employer name, the actual work, the comp, the location, all before deciding anything. And if they withdraw, their participation stops immediately. On your side, as the employer, you have to use a verified business domain email to set up an account. Now, the platform doesn't promise massive volume or guaranteed hires. What it does is keep the evidence honest and the consent real, leaving the actual decisions up to you.

[6:11] Closing
Start with the position, keep the hiring decision human. By stripping away all those bloated fees, the weird AI ranking biases, and the wildly exaggerated resumes, you're left with what actually matters. Honest, documented evidence that keeps the final hiring decision exactly where it belongs, in the hands of a real human being. So as we wrap things up today, I really want you to ask yourself. Is your organization ready to stop paying exorbitant fees for mere claims and start hiring based on real, candidate-approved evidence? If you are tired of the broken status quo, it might just be time to rethink your approach. Thanks so much for joining me on this Deep Dive, and keep learning!