Nubel's First Newsletter: Key Updates and Insights

Good morning everybody!

It's a shiny early morning in Vancouver and here we are, writing Nubel's first newsletter.

Last week, Fede and I attended an event hosted by The CoFounders Hub where Tanis Jorge, Trulioo's Co-Founder, went through her (their) amazing journey, sharing all sorts of advice and tips. One of the key takeaways Fede and I agreed on was to write a monthly newsletter to everyone that's related to your company, sharing your most important updates. So here we go.

If you've received this email, it means you're a very important person to us and thus we want to keep you posted on Nubel's progress. However, as an advocate of Inbox Zero, I will only include you in the following newsletters if you RESPOND YES (or if you previously agreed to be included in our newsletter). Also, feel free to let me know if you'd like to see anything else on this email or if you want to know anything in particular. We overshare, and we love it.

Also, if you consider that someone else should receive this email, please let us know. Otherwise, please respectfully keep this information with you. Thanks.

Enough with the introduction. Let's talk business:

• After careful analysis, we archived the "Reinforcement Hiring" idea. The main reason is that people were very skeptical about whether the same hiring strategies that worked in the past would work in the future. And technically, we'd only be able to offer such insights if we're able to get our hands into mass amounts of data. And, as you know, this industry seriously lacks reliable and available data. The ideas and POCs are properly archived in case we need them in the future.

• Continuing on the premise of how unreliable and unavailable data is in the hiring industry, we decided to go out and talk to people again. Our process was:

  • Formulated a new series of hypotheses for our problem statement: "What's the Problem and Who exactly has it".

  • Wrote our assumptions.

  • Draw a Journey Map to understand, in detail, based on our initial understanding.

  • Identified the most critical assumptions we had to validate (the "idea-killers").

  • Wrote a script for the interviews.

  • And finally talked to over 30 people.

  • All of this in 3 weeks.

  • The result of our research was:

    • Companies have a really hard time finding the right candidate for a position — Even those who didn't say it explicitly, said they spend a significant amount of time going through applications to finally select one person. Our conclusion is that some are ok with the status quo and adapt, and some are not ok, but all of them are somehow affected.

    • There is no reliable source of talent — All Recruiters are affected by the lack of reliable data during the hiring process. All they receive is a Resume or a link to their LinkedIn profiles. The rest of the data is collected through interviews. By the time they have to make a decision on who to hire for the position, they have worryingly very little information.

    • The Resume doesn't do a good job representing the person, their qualifications, or job experience — However, people are very used to the resume format.

    • 100% of Recruiters and Employers use LinkedIn to hunt for candidates.

    • The advent of AI and automation tools introduced a lot of noise in the process and into the market.

  • A quick note here: We aren't trying to position ourselves as a LinkedIn alternative or competition. Although we may consider shaping our business model for an acquisition strategy if this idea takes off.

• After carefully analyzing our results, we've incrementally put together our idea for a solution and started using it on the latest interviews.

  • Feedback has been great so far, although I believe that once Recruiters are able to actually source candidates from Nubel, they'll be able to see its value.

  • Our amazing development team is already working on it. We were able to reuse a lot of code and components, it will not take long to release this new experiment.

Another minor achievements or founders activity are:

• During the Vancouver Startup Week, I was invited to a panel discussion with Ingrid Polini, Partner at Maple Bridge Ventures and Rodrigo Sotto Maior, Co-founder and CEO of Lakehouse Immigration Consulting Services Inc., where I was asked to share my journey through the Startup Visa Program and offer advice to aspiring applicants to the programs. The discussion was super interesting and we had a full house.

• Fede visited Vancouver (with great weather!) during the VSW and stayed for one more week. We did a lot of networking, attended many events, and interviewed more people.

• We recorded in-person interviews that we'll use for our content strategy (which is made of two main content hubs, related to the 2 most important problems we're solving).

Next steps for Nubel:

• Launch our MVP for the Verified Global Talent Pool idea — At this point, we're looking at less than 4 more weeks of development.

• Come up with a strategy to get a significant number of job seekers joining the platform and sharing it in their networks.

• Update our website! — We'll upload a first one-pager version and invite job seekers to register. Incrementally, we'll add content (we've got an amazing copywriter from Vancouver that will help us) around our problems, how our solution works, FAQs, and so on. We'll also use the content as a broader validation tool.

That's pretty much our latest news.

What can I do for Nubel? Ey, thanks for asking! :) We'd love to get your feedback on our prototypes. Also, we want to target a very specific niche of the "job seekers" segment, so if you have any idea or suggestion or what that would be, please let's talk.

Thanks again for being there. The Nubel team appreciates you ❤️