Launched 16th October 2017 - AWS
https://pansift.com
Launched 16th October 2017
https://pansift.com
https://pansift.com
Problem : Screening for technical roles is bias, inconsistent, expensive, and fails to verify skills. Vs and résumés are broken. The recruiting industry has lost the confidence of the technology labour market. Initial screening of applicants for roles is subject to innate bias and based upon the simple presence of keywords.
1.
Recruiters rarely posses the domain expertise to verify skilling themselves. Boolean search and artificially intelligent CV to role matching is fundamentally flawed (as is anything that analyzes self-written and biased datasets which results in Garbage In Garbage Out!). Founder Donal O Duibhir has experienced this problem many times over 15 years in Enterprises, Telcos, and start-ups.... however, by leveraging keywords but actually testing for the underlying skills with simulations, Pansift was born. Pansift empowers objective screening for technical roles, cuts costs, saves time, and increases quality. Pansift utilises online 'hard skills' screening via live virtualised simulations. Simulations are corrected and scored automatically. Using predefined or custom roles (via drag and drop keywords backed by simulations), Pansift also enables hiring teams to distinguish between fundamental and desirable skills. Skilling requirements for roles can be both verified with candidates and validated by employers. Simulation Based Screening(SBS) of local (or remote applicants) allows hiring teams and recruiters to refine larger funnels faster and with confidence.
2.
Pansift cuts costs, saves time, removes bias, and increases the quality of hiring pipelines. As recruitment processes mature, there is proven demand for structured, analytical, and non-biased hiring practices. Certifications are point-in-time with no guarantee of current capabilities. Non-technical (or non-domain expert) talent and recruitment teams require augmentation with expert tools. Structured hiring, people analytics, and auditable data is increasingly being sought at all stages of the hiring process. 3.
Launched Oct 16th 2017: https://pansift.com Still pre-revenue.
4.
Pricing (online pricing calculator) Free for a single hiring agent (inc. 10 candidate screens on sign up) with on-demand purchasable 10, 50, and 100 candidate screen packs. Additional team agents are 99 $USD/€EUR per agent month B2B (which includes 50 bonus candidate screens per paid agent account).
5.
Competitors (Are too expensive and don't leverage multi-skilling or accurate infrastructure simulations!) - https://www.technicallycompatible.com/ - May 2016 - 1.19 million USD in 3 rounds - https://www.interviewed.com/ (Y-Combinator - Sep 2015) - 2 million USD! acquired by indeed.com Aug 4th 2017. - http://www.ikmnet.com/ (1987) - https://lytmus.io - Sep 2015 - 7.2 million USD Pansift does not seek to compete with https://www.hackerrank.com/ or https://codility.com/
6.
Target Market / Audience (Hiring teams($$), recruitment agencies($$$), SMBs($), and practitioners(TBC)) The go-to-market strategy is multi-pronged: a) initially targeting infrastructure recruiters in cities of SF, NY, Lon, Ams, Frankfurt, Dublin, SG, Sydney and Melbourne b) leveraging vendor sales channels ( Cisco, Juniper, Arista, Amazon, Microsoft, Google) c) evergreen blogging and social media posts by trusted independents in global community d) practitioners themselves advocating the tool internally as trusted advisors e) practitioners upload/screen their CVs against a platform generated simulation + give access to recruiters! Note on (e) : 1. Hiring teams populate applicants thus on-boarding practitioners 2. practitioners also test their own CVs 3. this gives rise to a future two sided market of job seekers/providers (akin to Hackerrank or Stackoverflow jobs)!
7.
Total Addressable Market Recent publications put the total recruitment industry value at USD $400 billion. Pansift seeks to capture €18 million EUR in Annual Recurring Revenue(ARR) by end of year 3. This will be achieved by growing Monthly Active Users(MAU) from 1 to 100 in 6 months, to 1000 in 12-18 months, and from 5,000 to 15,000 in 36 months. Median tenure for all jobs in North America is constantly decreasing (2014-2016; men 4.7 to 4.3yrs, women 4.5 to 4yrs, and 25-34 year olds is 3yrs down to 2.8years) and the tech/millennial sector is decreasing even faster. This increasing churn, combined with the talent war and remote/distributed working practices, lends itself to Pansift’s growth and utility.
8.
Future Roadmap (Top 3x I.T. vendor platforms supported in each infrastructure vertical inc. Azure/GCE ) - plugin / workflow integrations with top 3 Applicant Tracking Systems(ATS). TBD. - lateral movement to financial services (inc. #fintech, #regtech) and insurance markets - Possible AR / virtual reality simulations for both 'hard' and 'soft skills' + empirical ‘proof of experience’ blockchain.
https://pansift.com
https://pansift.com
9.
Example of quick screen working software (multiscreen/custom also available) + results can be viewed in multiple ways.
Agent Dashboard 'Quickscreen' or 'Multiscreen'
1. Choose Simulation + Deadline + Candidate + Send
2. Candidate gets invite (or notification) to login + do assessment before a deadline.
3. Hiring team gets overall score / time, and benchmarked skilling. Data driven decision on who to focus on as candidates!
Candidates
Screens
Custom simulations based on keywords! https://pansift.com
Launched 16th October 2017
https://pansift.com
https://pansift.com
Problem : Screening for technical roles is bias, inconsistent, expensive, and fails to verify skills. Vs and résumés are broken. The recruiting industry has lost the confidence of the technology labour market. Initial screening of applicants for roles is subject to innate bias and based upon the simple presence of keywords.
1.
Recruiters rarely posses the domain expertise to verify skilling themselves. Boolean search and artificially intelligent CV to role matching is fundamentally flawed (as is anything that analyzes self-written and biased datasets which results in Garbage In Garbage Out!). Founder Donal O Duibhir has experienced this problem many times over 15 years in Enterprises, Telcos, and start-ups.... however, by leveraging keywords but actually testing for the underlying skills with simulations, Pansift was born. Pansift empowers objective screening for technical roles, cuts costs, saves time, and increases quality. Pansift utilises online 'hard skills' screening via live virtualised simulations. Simulations are corrected and scored automatically. Using predefined or custom roles (via drag and drop keywords backed by simulations), Pansift also enables hiring teams to distinguish between fundamental and desirable skills. Skilling requirements for roles can be both verified with candidates and validated by employers. Simulation Based Screening(SBS) of local (or remote applicants) allows hiring teams and recruiters to refine larger funnels faster and with confidence.
2.
Pansift cuts costs, saves time, removes bias, and increases the quality of hiring pipelines. As recruitment processes mature, there is proven demand for structured, analytical, and non-biased hiring practices. Certifications are point-in-time with no guarantee of current capabilities. Non-technical (or non-domain expert) talent and recruitment teams require augmentation with expert tools. Structured hiring, people analytics, and auditable data is increasingly being sought at all stages of the hiring process. 3.
Launched Oct 16th 2017: https://pansift.com Still pre-revenue.
4.
Pricing (online pricing calculator) Free for a single hiring agent (inc. 10 candidate screens on sign up) with on-demand purchasable 10, 50, and 100 candidate screen packs. Additional team agents are 99 $USD/€EUR per agent month B2B (which includes 50 bonus candidate screens per paid agent account).
5.
Competitors (Are too expensive and don't leverage multi-skilling or accurate infrastructure simulations!) - https://www.technicallycompatible.com/ - May 2016 - 1.19 million USD in 3 rounds - https://www.interviewed.com/ (Y-Combinator - Sep 2015) - 2 million USD! acquired by indeed.com Aug 4th 2017. - http://www.ikmnet.com/ (1987) - https://lytmus.io - Sep 2015 - 7.2 million USD Pansift does not seek to compete with https://www.hackerrank.com/ or https://codility.com/
6.
Target Market / Audience (Hiring teams($$), recruitment agencies($$$), SMBs($), and practitioners(TBC)) The go-to-market strategy is multi-pronged: a) initially targeting infrastructure recruiters in cities of SF, NY, Lon, Ams, Frankfurt, Dublin, SG, Sydney and Melbourne b) leveraging vendor sales channels ( Cisco, Juniper, Arista, Amazon, Microsoft, Google) c) evergreen blogging and social media posts by trusted independents in global community d) practitioners themselves advocating the tool internally as trusted advisors e) practitioners upload/screen their CVs against a platform generated simulation + give access to recruiters! Note on (e) : 1. Hiring teams populate applicants thus on-boarding practitioners 2. practitioners also test their own CVs 3. this gives rise to a future two sided market of job seekers/providers (akin to Hackerrank or Stackoverflow jobs)!
7.
Total Addressable Market Recent publications put the total recruitment industry value at USD $400 billion. Pansift seeks to capture €18 million EUR in Annual Recurring Revenue(ARR) by end of year 3. This will be achieved by growing Monthly Active Users(MAU) from 1 to 100 in 6 months, to 1000 in 12-18 months, and from 5,000 to 15,000 in 36 months. Median tenure for all jobs in North America is constantly decreasing (2014-2016; men 4.7 to 4.3yrs, women 4.5 to 4yrs, and 25-34 year olds is 3yrs down to 2.8years) and the tech/millennial sector is decreasing even faster. This increasing churn, combined with the talent war and remote/distributed working practices, lends itself to Pansift’s growth and utility.
8.
Future Roadmap (Top 3x I.T. vendor platforms supported in each infrastructure vertical inc. Azure/GCE ) - plugin / workflow integrations with top 3 Applicant Tracking Systems(ATS). TBD. - lateral movement to financial services (inc. #fintech, #regtech) and insurance markets - Possible AR / virtual reality simulations for both 'hard' and 'soft skills' + empirical ‘proof of experience’ blockchain.
https://pansift.com
https://pansift.com
9.
Example of quick screen working software (multiscreen/custom also available) + results can be viewed in multiple ways.
Agent Dashboard 'Quickscreen' or 'Multiscreen'
1. Choose Simulation + Deadline + Candidate + Send
2. Candidate gets invite (or notification) to login + do assessment before a deadline.
3. Hiring team gets overall score / time, and benchmarked skilling. Data driven decision on who to focus on as candidates!
Candidates
Screens
Custom simulations based on keywords! https://pansift.com
