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Here's a deck with insights, observations and predictions for food delivery, a space I spent much of the last 2.5 years working in at Uber.https://bit.ly/2Vdgbjb
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My life has been so much better since I deleted Slack off of my phone
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I thought I’d seen it all in SF but then I met someone who works a 9-5 job as an operator and also has a full time principal role at a legit VC firm
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Oh, yeah, I made a (free)
@SubstackInc! It's https://houck.substack.com/ . Will be regularly adding medium to long form contentShow this threadThanks. Twitter will use this to make your timeline better. UndoUndo -
New essay: Maverick & Consensus Decision Makinghttp://bit.ly/houck-sbstk-decisions …
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When I speak with people about the hiring space, some are so passionate about it needing improvement that they’re almost annoyed no one has figured out what’s next yet.
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RIP Clayton Christensen, creator of Jobs to be Done and the theory of disruptive innovation -- “People don’t want to buy a quarter-inch drill. They want a quarter-inch hole.”
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Michael Houck Retweeted
“It’s a marathon not a sprint” Have you seen a marathon winner? They sprint the whole time! That’s what you’re competing against
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N.3 is likely the most difficult to move, and N.2&4 seem likely to be glacial and happen company by company, but there’s considerable room for disruptive innovation in N.1
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The solution is four pronged: 1) better care for packages in transit 2) clearer merchandising of products online 3) fewer incorrect deliveries 4) more effective curation of suggested products online
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Returns happen over 3x more frequently on e-commerce purchases than in-store, but consumers are demanding hassle-free returns (largely due to Amazon)
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The increase in return-rate for e-commerce purchases is THE big risk to the current purchasing modelhttps://twitter.com/jmj/status/1213151633095290881 …
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7/ All of a sudden, hiring becomes less painful. Companies can fill new roles faster and have more trust in people they bring on from Day 1. Candidates can find companies that align with their values and working style. Maybe they end up staying at those companies longer, too.
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6/ But what if companies were able to verify the quality of the candidates they speak with, without having to increase their costs? And what if candidates were able to get a true sense for what it'd be like to work at a given company before hitting apply?
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5/ The other option is to pay a search firm to do some pre-vetting of candidates and deliver the best to you. Less noise, but far more expensive, and these firms have goals their own that are not necessarily aligned with either the candidate or the company.
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4/ Users put up with it because of volume -- they figure it's better to sort through 1000 NOs for one YES, than to believe that the one YES would find you otherwise.
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3/ Today, job boards focus on providing a multitude of options with some targeting and filtering tools. These tools don't do enough to reduce the inflated cost users are paying in terms of time sorting through the noise on these platforms in the first place.
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2/ Neither resumes nor traditional JDs communicate the things that make a candidate or a company stand out in each other's minds during interviews.
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1/ The job search / hiring process is inefficient for everyone involved. Companies and candidates both spend too much time searching through noisy lists with inadequate filters and come away from it without anything more than high level info about each other.
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Absolutely humbled by the response to the Uber Marketer Goole Sheet this week. Unreal. The power of community is incredible.http://bitly.com/exubermarketers
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Michael Houck Retweeted
The true power of people. This is for all those that shared the link, added a job and reached out to those on the list. Again shout out to
@m__houck for creating the list.pic.twitter.com/CT3WgPYgSq
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