What kind of stuff do you do day to day?

Hello Amandine,

As a co-founder I work across various functions and so my day can vary depending on priorities.

We recently completed a fundraise to grow our team so we've been busy recruiting new team members across the company.

I'm also currently working with the marketing team on identifying new areas that would be valuable for PathMotion to write about. We just completed a new research piece on Candidate Experience based on fresh insights from candidates which we'll be publishing shortly and which I'll be presenting in a talent attraction conference next week.

I like spending time talking to existing clients in order to better understand what new features could help them better achieve their recruitment objectives. So at the moment for example we are brainstorming with them about new ways to spread the best employees stories generated on the platform onto different parts of their careers site and social media, in order to ensure a maximum number of candidates can read about them to make more informed career decisions.

Thanks Alon, sounds interesting with the company growing

Hi Alon,

This is awesome, and it's enthralling to speak directly to existing employees, all the way up to the co-founder prior to meeting them in person, in such an accessible manner.
Really allows the company to truly represent itself and demonstrates a company culture that clearly doesn't centre around hierarchy as everyone is instantly approachable.

To continue the thread of conversation, you mentioned that speaking to existing customers and getting a feel for further solution development plays an important part in your personal role.
I find that when speaking to existing clients and encouraging them to expand their current product suite to better suit their needs, it helps to have all my facts and figures on their current usage, and how they've gained front of me.
As metrics like revenue wouldn't be applicable in this instance, how does one demonstrate a measurable benefit of the solution for clients? What would you say are the best measures of success for them?

Interested to hear from you.

Thanks

Chris

Thanks Chris, there are a number of benefit metrics which ultimately try show a causal link between the solution proposed and the talent which the client attracted as a result. Given a perfect causal link is not always possible, many sub metrics are also used, based on industry standards. For example to measure improvement on a company's employer brand, talent leaders agree it is important to measure whether a particular solution improved the impression the candidate has on the organisation trying to recruit her/him. We are proud that our track records in such metrics is strong!