GreenMason JobFit Platform: Preparing workers to thrive.

Build your brand. Tell your story. Find your fit.® 

Tools to improve your jobtalk fluency, career fluidity and economic security.

Fresh perspective. New approach.

Many believe accommodating the changing nature of work is all about re-training. We believe it’s about developing career fluidity. Where worker value is transferable. Where one job leads to another naturally, and opportunities flow from prior experiences. Creating pathways to continuous employment.

It begins by recognizing the value people bring to jobs is 80% fundamental capabilities—transferable soft skills, personality traits, knowledge and experience developed over a lifetime, plus 20% growth mindset—their desire/ability to learn new things.

Why’s this important? Because organizations and jobs are different. The recipe for success in one isn’t same in another. Hiring should be (and usually is) focused on fundamental capabilities, mindset and cultural fit. Everything else can be taught. So specific expertise needed for new/evolved jobs is best learned on the job or through training programs with new employers—not through general purpose (re)training programs, courses or bootcamps.

What’s limiting career fluidity is not lack of fundamental capabilities or specific employer/job expertise. It’s that workers don’t know how to find jobs or build careers. They need smart tools, career skills development, and expert guidance. They need the JobFit platform.

Our career platform does more than educate—it enables. With nine easy-to-use tools. That turn novices into experts. Practically overnight.

Focus on participants, not process.

It starts with knowing yourself. Becoming mindful and cognitively aware. Our JobFit platform’s SPIKE Profiler helps people build their brands by identifying their core talents and capabilities. Based on experience not assessments. Our Revealers generate AI-powered personality and tone insights—helping workers understand how they come across. Our Authenticity Checker verifies that their brands reflect who they truly are. 

Getting hired means convincing employers that your capabilities are relevant and real. Many believe better matching systems and screening technology will solve this. We think that’s optimistic—assuming technology will enable employers to pick the right prospects from hundreds of applications. Resumes, social media profiles and applications can easily be tailored to match job descriptions, making it difficult to determine what’s real. And cultural fit’s enormously important and extremely difficult to measure. Employers finding you because of your online presence or resume in job boards and recruiters’ databases? Wishful thinking. 

Hiring managers are best accessed through networking, referrals, informational interviews, and well-crafted cover letters. Things our platform helps people do by inspiring exploration and building eight core interviewing/networking skills. 

How to demonstrate capabilities are real and relevant? With stories. Because stories are how we communicate best—they’re engaging, persuasive and memorable. Our StoryMason tool helps job seekers leverage the neuroscience of storytelling, craft their stories, and polish their deliveries.

Ultimately, it’s about fit.

Job satisfaction and economic security come from finding jobs that fit. Where your ideas are appreciated, contributions valued, and skills honed.

Our FitFinder tool helps people decode their work experience and identify personal job satisfaction drivers and cultural preferences. Combining this data with capabilities and attitudinal data generates JobFit scores for potential opportunities. Helping people make better decisions. Improving hiring outcomes for employees and employers.

Our career platform—a flexible online solution to educate, equip and enable self-directed users is inspired by successful investment platforms.

Unlike traditional (and increasingly ineffective) process-driven solutions, we focus on the person.

Our natural approach, based on five timeless truths that inspire mindset shifts from job to career, and transaction to lifelong cultivation—motivates by revealing the value of career skills.

JobFit is guided by human nature and powered by the neuroscience of storytelling and AI insights. Smart tools with cheeky coachbots help you build your brand, tell your story and find your fit. It’s fun, easy and it works.

Our platform features accessible online delivery of smart tools that incorporate expert knowledge and use linguistic analysis and machine learning algorithms to analyze and provide feedback on social media profiles, interview answers, and career materials.

Evaluations based on IBM Watson models provide personality insights and sentiment (tone) analysis that help job seekers understand how they are perceived by others.

Mobile-friendly skills training, using game-based learning techniques and interactive exercises, provides fun and flexibility.

Chatbots emulate expert career coaches—providing relevant information, tips and motivation.

Release MVP1 in Fall 2018.

Secure pilots for 2018-2019 with organizations that have trusted relationships with diverse groups of job seekers:

• School career/alumni teams
• Career coaching organizations
• Corporate career advisory teams
• Workforce training firms

Leverage our 200 institutional StoryMason relationships (our JobTalk fluency product for career professionals is in 165 universities, plus various career coaching firms, code bootcamps and workforce organizations in six countries).

Pilot feedback will be used to develop and implement a go-to-market plan targeting new entrants and discouraged/displaced workers.

MVP2 (2019) will include another “sticky” AI-driven capability to measure story engagement/impact plus visual analysis/display of JobFit scores.

Growth paths:

• Individual depth/duration
• Distribution partnerships
• Geographic expansion

Value to individuals increases over time (along with use) as they recognize the necessity/benefits of investing in career skills. Also increases with new features/functionality and better user experience.

Initially pursuing five types of distribution partnerships with groups that are strategically aligned, operationally compatible, and seeking to scale in select segments/markets. More will be discovered. Partnerships will drive faster growth than direct solicitation (although we’ll do viral growth experiments) and help us serve more people sooner.

Geographic expansion requires localization, multiple languages, and partnerships. Response to StoryMason indicates JobFit will be globally relevant.

We created and gave away two products to assess interest, validate market needs, and test our approach/solutions with industry experts. From this research, we developed 200 relationships with organizations that have trusted relationships with groups of job seekers: 

• School career/alumni teams
• Career coaching organizations
• Corporate career advisories
• Workforce-training firms

We will leverage these relationships, seek new partnerships, and experiment with marketing directly to job seekers. JobFit will be available online in a desktop/laptop/mobile-friendly format.

We will retain our customers by providing lifetime value—helping them build their brands, tell their stories, and find their fit in the transforming talent market.

We have three products:

StoryMason helps career professionals teach job seekers how to engage/persuade people in professional settings. Using a game-based approach and peer feedback to simulate the interview process, StoryMason teaches 8 core skills—helping build the competence and confidence to excel (165 universities (36 states, 6 countries), career coaches, code bootcamps, 18 workforce organizations).

Mastering Jobtalk is an online learning program for career professionals with instructional materials, video lessons, and job seeker activities (75 colleges and career organizations enrolled).

JobFit MVP1 planned for Fall 2018. Uses same GreenMason approach as other products, which should make it globally attractive/relevant.

Yr1: Several thousand.

Yr3: Hundreds of thousands.

These groups would benefit significantly from using our platform tools to find jobs they want and build fulfilling careers.

• People seeking jobs that require some higher-education
• People displaced by tech-driven change
• People highly-dissatisfied with their jobs
• Career changers
• Recent college grads
• People wanting to rejoin the workforce
• People desiring to design/manage their careers

We help people find jobs that truly fit. The impact for them is huge—in terms of economic security, self-belief, the emotional benefits of contributing and feeling valued, and the physical health benefits of feeling satisfied with your work.

Cofounders Jacques Driscoll and Joanne Markow bring a combined 50 years of international business leadership experience. They worked together previously (2009-2014) as CEO/COO of an international e-learning company—quintupling revenue, producing 20% EBITDA, building a well-respected brand, and opening a successful subsidiary in India.

Jacques’ strategic insight, marketing skills, financial acumen, and ability to build consensus around new ideas, combined with Joanne’s EdTech operations/technology expertise, design savviness, and customer empathy—have helped them inspire top talent, attract and retain customers, forge partnerships, and build trust with investors. Both share a passion for AI, deep learning trends, simplicity and storytelling.

We will sell our platform using a SaaS model with individual and group subscriptions. There is also potential for ad revenue.

To reach prospects, we will partner with organizations that have trusted relationships with large groups of job seekers and with career program sponsors (government, businesses and foundations). Initially, we will leverage our 200 StoryMason institutional relationships and connections with a global consulting firm. We also will pursue direct sales to individuals through low-cost marketing campaigns and local events.

Our target profit margin of 25% is based on 40% sales/marketing expense, 20% development expense and 15% overhead. We anticipate a long sales cycle for institutional channels with some early adopters paving the way and providing feedback and success stories that can be used to generate future growth and market expansion.

Need for our solution is high and growing across the US and globally. People entering the US workforce will have 15-20 jobs during their careers. Serving the displaced and the dissatisfied (including those unhappily out of the labor market) will benefit employers, employees and economies while improving the global use of human capital. On a personal level, it will improve the health and well-being of millions of individuals.

To offer and receive sage advice and useful collaboration in pursuit of solving this challenge. We need critical insights, blunt feedback, and a little encouragement. With the right help and partnerships, we can succeed more rapidly and on a bigger scale.

We want to build a sustainable business that changes the world. Solve could help us de-risk our business model, rapidly advance our AI-powered solution, and validate our value proposition.

It would be fun to join the Solve community. We have mentored and judged at MassChallenge and LearnLaunch and are eager to contribute to the Solve vibe and cohort success.

Barriers:

• Talent market is dysfunctional. It’s too hard for people to find jobs they want and too hard for organizations to find people they need. Tech-driven displacement will only make this worse.
• Ineffective process-driven approaches and mindsets persist, limiting progress.
• JobFit is a novel human-centric solution—which is attractive but scary to traditional players.

Solve partnerships can help us:

• Improve solution efficacy—by leveraging new AI/machine learning techniques to help people understand themselves and tell their stories better.
• Demonstrate success—which will help traditional players overcome their fear of trying something new and motivate people to proactively develop career fluidity.