Nubel: March newsletter

Hello everyone! 👋👋

It’s been a while—I apologize for that. In my defense, the last few months have been quite complicated and we really didn’t have much to update you about.

Until now.

We’ve been pushing hard on getting quality feedback on our proposed solution to the problems we’re after. To give you a quick refresh, this is:

• Companies struggle to find quality candidates—not that they can’t find them, but it’s way too costly in terms of energy and time. It’s highly inefficient.

• This is because the systems and processes we use to connect people to jobs are obsolete,

• starting with the resume.

Our current proposal is to replace the standard application (fill out a form, upload the resume, you know the drill) with a quick video screening that also gathers the rest of the information as a secondary element.

Here’s what companies like:

• 99% agree that the resume doesn’t tell the full story.

• A short video (30 seconds to 2 minutes) describes the person much better than a two-page resume—even though they still value having the traditional resume and other details.

• Our pricing model, which includes a usable free plan, supports our long-term goal of building a massive talent pool with quick videos.

And here’s what companies don’t like very much about our solution:

• Not all candidates will answer the video questions. While this means that only qualified candidates might respond, it’s also true that some passive candidates may not take the time to participate.

• Because of all these challenges, and given that most companies have very complex systems for their hiring areas, replacing or integrating yet one more tool—without a clear outcome—is not typically on their agenda.

With this in mind, we’re on our way to our next experiment:

• Get rid of the job posting feature (or at least reduce its importance in the app).

• Replace it with a “Screening Flow”—think of it as a hybrid between a TypeForm + video screening. You can attach the link in any communication with a candidate (or even in the job posting) to invite them to answer.

We’re still building this feature out, but I’d LOVE to know your thoughts. So… what do you think? (Reply to this email or schedule a call with me.)

Best,
Abel

ps: Small (not so small) detail. As you’ve probably noticed, we’ve been talking about “companies” when describing the audience that has the problem. That’s true, although it isn’t particularly useful when trying to build a startup. Refining our target audience/customer is one of our next steps.

Other updates

• We’ve kept hosting events and nurturing beautiful partnerships through our Nubel Connect program. You can check them out on our Luma page, and don’t forget to sign up for our newsletter so you receive notifications about our next one!

• Nubel has been honored with the prestigious "Innovative Employer" award by the Immigrant Employment Council of BC [link]. I see this as reinforcement that we’re tackling the right problem and experimenting with innovative ideas. Thanks to the IECBC team for this award and for all your support—we love you guys ❤️.

• The Nubel Job Connect program is active and growing. We launched this program a few weeks ago to help job seekers land a job. Both our participants and our team are learning a lot through the experience. If you or anyone you know is interested in learning more, please reach out to Gabi at [email protected].

• Web Summit—last but not least, a friendly reminder that the Nubel team will be participating in Web Summit Vancouver 2025. We’ll have a boost (day to be confirmed) and will also participate in the pitch competition. See you there!