Instructions: Have your recruiters include a link to your landing pages in their outbound emails and messages. We have the most data for team pages. Recruiters usually see a 2–3X better response rate from passive candidates. For some roles that are very difficult to hire for, this can double the candidate pool. There’s not a common name for this metric but, in plain language, it’s “Response rate to outbound emails to passive candidates.” Additional use cases- Get passive candidates to reply to your emails. • You have high standards, and so do experienced candidates. We'll give them the information they've long wanted; you'll get a sublimely higher response rate. Help underrepresented candidates feel welcome. • For most outsiders, your company is an enigma. That's extra true for candidates from underrepresented groups. We'll show them they have a home on your team. You can use the content we create anywhere, for free. • Seriously. We're not here to nickel and dime you. Our contract says you can use the content we create together for whatever you want, forever, without asking us.

We move fast, typically two weeks from start to finish. What can go wrong? Far and away, the biggest factor for turn-around time is your ability to get calls scheduled with us. Also, over-customization and drawn-out timelines (at your request) will make this less-great for everyone. We ask you to trust our process, which we’ve refined from doing this 90+ times.

Again, team profiles are built on original content and interviews with your team members. Here's what we’ll need from folks on your side. • Liaison (you?) who works with us: 2 hours. • Team members we interview for the profile: 60 minutes per person. • Sometimes other folks like having visibility, like PR or Marketing. This one is up to you. If you’re curious, on our end we’ll spend ~50 hours bringing your Team Profile to life. This is mostly video editing and copywriting.

By default, we’ll collaborate with your team using Slack, Zoom, and Google Docs, and make use of our recommended 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, let’s cover this base on our intro call.

Why pay us money to create video profiles of teams at your company? Here's our case based on our work with 100+ venture-backed companies in the Bay Area. Decrease the cost of sourcing by increasing candidate response rates 2–3X. • When recruiters use Team Profiles to cold emails to passive candidates, recruiters start more conversations faster—and candidates show up to interviews informed and excited. Decrease spend on agency recruiting by increasing the efficiency of your in-house talent team. • Recruiters spend less time answering basic questions on screening calls. Your recruiters may either, 1) get off the phone faster, or 2) deepen the conversation with the candidate to confirm alignment and fast-track the full interview process. Increase employee retention by setting clear expectations with candidates before they accept your offer. • Team Profiles help set realistic expectations with candidates about your company. Our clients report higher retention of people who consumed Team Profiles and other employer branding content before they joined the company.

You'll own the copyright to all content, so you can use it 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.

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 • Foster a partnership mentality between recruiting and the teams they support, especially engineering. • Support retention efforts by celebrating the values that draw in candidates and the hard work and success of current team members. • Build alignment around talent initiatives and set expectations for cross-function involvement in recruiting

We save you time. Our creative team has deep expertise in candidate marketing and will spend 40–50 hours bringing your profile to life. We aim to limit your commitment to 2 hours (for you, our champion) and 1 hour for each person we interview, so 5 hours total.

The short answer: no. We’ve done extensive research with candidates, especially senior engineers and salespeople, 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.” That means focusing on one team. Everything about BYA is created with the candidate in mind. So, for now, we don’t compromise here.

Generally speaking, no. The questions are standardized to support candidates who like to compare multiple teams/companies. That being said, we’ll spend a working session together at the front-end of the project to curate the interview questions. And we’re happy to discuss adding a few bonus questions. All to say, you’ll have a healthy amount of input in this area.

Our buyer is typically a founder, function leader (head or engineering or sales), Head of People/Talent, or individual recruiter. Many of our buyers are referred to us by peers at other companies. Some people also find us because one of our customers tried to poach them using a Team Profile. These people don’t take the bait—but then come to us to get a Team Profile for their company. We have a good laugh when this happens.