Building a searchable marketplace of pre-screened remote talent, ready to hire. Browse 500k+ candidates for free: https://xitter.cf/t.co/d0lptmPdis
Talent is everywhere
Joined October 2016
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Two years of building.
Today is Day 1 of our relentless march to fix hiring for everyone.
Hiring sucks. Businesses hate it. Job seekers hate it.
Everyone has accepted it as the cost of finding people.
The reason is friction.
-Friction to post.
-Friction to review resumes.
-Friction to schedule.
-Friction to share.
-Friction to contract and onboard.
It’s friction.
So we built a marketplace designed to remove friction.
Made by recruiters, for businesses that don’t have time to recruit.
Search a role. Match with the right people in seconds. Watch intro videos. Book interviews for tomorrow. All in under 15 minutes.
That’s Scout OS.
A searchable marketplace for busy owners and hiring managers who need great people in minutes.
Browse 400k candidates with a free profile.
Want to interview? $99/mo. Cancel anytime, or when the hire is done.
You only pay the success fee after the contract is signed: $1,999.
To celebrate our launch, half off for the first 30 days — $999.
You get 60 days of hire protection free. Payroll, assessments, and the rest are in the product.
After 60 days, $149/mo. Cancel anytime.
200+ businesses are already hiring on it.
If you complete a hire in the next 30 days, the success fee is half off— $999.
Try it. When it works, send it to a friend. You get 10% back on every hire they make for the first year.
When a Pavago user invites a candidate to an interview, the invite is accepted within an hour 31% of the time.
From every interview booked on Pavago since launch:
• 31% booked within 1 hour
• 52% within 4 hours
• 79% within a day
Interestingly, candidates have an 86% show up rate to interviews. Companies? 74%.
A few things this has made me think about--
1. We are all about removing friction. When our users have a low friction experience, the behavior compounds. Users who have a single showed up to interview on average invite 2x more than those who don't.
2. We battle a trust barrier--because of how terrible the existing hiring paradigm is, people generally feel that interviewing is a high-friction event. We see a lot of users stop at the interview stage despite obviously being a big fan of a candidate. When asked why, the general response is "Interviews are a real pain." But, the reality is that under our Pavago system, interviews should be used far more not less than under the previous paradigm. When a client can log in, review matched candidates for 15 minutes, invite 3 to interviews, have 1 of those 3 accept within the hour, the second within the day, then have both of them show up, interviewing becomes a positive not a negative experience.
Curious if any of this data surprised you? Anything else I can share that would be useful?
Customer service searches on Pavago nearly tripled in 4 weeks. Developer searches fell by 40%.
Since launch:
• Customer service: 4% → 11% of all searches
• Bookkeeping and finance: 8% → 13%
• Developers: 14% → 8%
Small business owners aren’t hiring offshore to build product. They’re buying back their inbox, their books and their support queue.
If you run a small team, the first hire that pays for itself is usually the one answering the phone.
It makes me wonder about how early we really are in the AI race. Are real US SMBs--the bedrock of the economy even thinking about agentic task management?
Or are they still thinking about their first Offshore VA who knows how to log into Chatgpt for them?
Hard to say. My gut tells me that X is the bleeding edge of the bleeding edge, but also in a world of AI for everything, people are feeling an unfulfilled promise to some extent--real meaningful, needle-moving work is still done by great people.
Parker Cox retweeted
One of Feynman’s greatest quotes is about understanding.
He said that he learned a lesson when he went bird watching with his father, vs another time with his friend’s father.
His father knew about all the birds, what their call was like, how they nested, whether they migrated, but his father didn’t know their names.
His friends father knew every birds name, but knew almost nothing about the birds beyond that.
He asked “so which father knew more about birds?”
Superficial vs substantial knowledge.
Substantial knowledge is knowing about birds.
Superficial is knowing their names.
One makes you look smart, one gives you the power of useful understanding.
Parker Cox retweeted
i've spent $500k on linkedin ads, mostly on scrappy budgets. b2b, saas, recruiting and marketing agencies, consulting, law firms.
this is one of my favorite plays for leads and demos.
the play in short: run thought leadership ads to your icp for 30 to 40 days, then retarget everyone who engaged with message ads.
the thought leadership ads are about mind space. you might get some leads direct from those, but you'll probs "lose money up front." you get it back once the message ads kick in. that's the main sauce.
here are the steps.
step 1: build the list
i usually go for companies first, then use linkedin's native filters to segment out the kind of people i want.
scrape a list of your icp companies: linkedin company page url, company name, location. upload it and wait ~2 days for it to populate. then filter by roles and seniority. cheapest, best way i know to target.
the goal is to find the best companies you think are a fit for your service, plus any other cohort you want to test.
step 2: clean the list
clean it like you would in any lead tool. what i exclude always depends on the goal and the type of people i'm targeting. there's more i'll exclude, but these three are mandatory for me:
1. expats
2. job seekers and people open to education (if i'm targeting ceos/founders)
3. job functions and company sizes that don't fit
step 3: size it
everyone has an opinion on audience size. mine is roughly 30k to 60k, max under 120k. i've also had campaigns work at 250k+ on native filters without a list. again, test what works for you.
i'd recommend starting with a 60k audience of your top preferred companies.
then do the maths with your budget. you want frequency (how many times each person sees you) and penetration (how much of your list you actually reach).
if you have $2k a month and a 200k list, the maths just don't add up. you won't get the frequency or the penetration you want. you might get some leads, but you're setting yourself up to fail, because b2b is about staying in mind.
some people on your list won't be active either, so keep an eye on that. not too narrow, not too broad.
step 4: set up the campaign
1. objective: brand awareness vs engagement. ba usually reaches more people, but for me engagement has led to better quality. test it, but i'd start with engagement.
2. manual bid. i usually start 20% under the recommended. linkedin loves asking for a lot of money.
3. max delivery off
4. audience expansion off
5. linkedin audience network off
6. utms on everything. linkedin isn't great at attribution, so this is how you know which content is working. make sure your website is capturing them with cookies and hidden fields.
Great for both parties
New update:
A few of you may know me as a real estate investor.
For a loooong time, I was in software sales and a real estate investor on the side.
I'm pleased to share that I've joined @WraithCRE, part of @wraithgrp.
Parker Cox retweeted
It’s crazy how much a few small tweaks can make to a website signup flow.
Marketing team 3x’d click through rate on pure ad copy and flow.
🤯
Parker Cox retweeted
Having daily new user experience:
>Find us,
>sign up,
>search talent,
>invite to interview,
>interview confirmed
All less than 2 hours.
There is nowhere you go from 0 - Scheduled Interview in under 2 hours from when you landed on the website for the first time.
Pavago.co
It’s crazy how much a few small tweaks can make to a website signup flow.
Marketing team 3x’d click through rate on pure ad copy and flow.
🤯
One of Feynman’s greatest quotes is about understanding.
He said that he learned a lesson when he went bird watching with his father, vs another time with his friend’s father.
His father knew about all the birds, what their call was like, how they nested, whether they migrated, but his father didn’t know their names.
His friends father knew every birds name, but knew almost nothing about the birds beyond that.
He asked “so which father knew more about birds?”
Superficial vs substantial knowledge.
Substantial knowledge is knowing about birds.
Superficial is knowing their names.
One makes you look smart, one gives you the power of useful understanding.
A client found out sales had promised him more than he paid for.
He was frustrated, and he was on a deadline.
Joni could have passed him back to sales. Joni took it on instead:
- Got a new quote from sales
- Called the client, owned the miscommunication, and walked him through it
- Got the team working double time to hit his deadline
The client paid the extra and ended up happy.
That's Joni, a client success manager in the Philippines.
- $132K in revenue from onboarding 8 clients in 4 months
- 100% completion of critical onboarding milestones at a US accounting firm
- Sent to Colombia and Jamaica to launch new programs, which are still running today
- 10 years training customer service teams before moving into client success
Asking $1.5K a month.
Joni's profile, video, CV and LinkedIn are in the comments. Free to sign up and browse.
pavago.co/c/50fd4e72-0b49-43…
The strongest leading indicator of impending success in business:
When you realize you know more about your core business than anyone else you know.
If you don’t know more about the business your in than anyone else, you haven’t earned the right to succeed yet.
Was listening to the @davidsenra @BenWilsonTweets episode.
I think the most important idea was complete belief.
You can’t be half in. You have to be all in, 100% pure identity alignment.
Complete belief internally transfers to complete evangelism externally.
It’s infectious.
And it creates a lightning rod where the outside world wants you to succeed—the people and resources necessary to your ultimate success seek you out.
Having daily new user experience:
>Find us,
>sign up,
>search talent,
>invite to interview,
>interview confirmed
All less than 2 hours.
There is nowhere you go from 0 - Scheduled Interview in under 2 hours from when you landed on the website for the first time.
Pavago.co
“There isn’t much difference between winning and losing, except how the outside world treats you”
-Coach Gary Gaines, Friday Night Lights.
I recommend this movie to every entrepreneur.
I’ve probably watched it 40x and it’s genuinely one of the best metaphors for company building I’ve ever seen.
Had the first user complete the cycle in one day:
Found our website
Signed up
Invited 3 people to interview
Held one interview 2 hours later
Made an offer
4 hours total
Nuts
Parker Cox retweeted
I’ve roughly got a month to get @HirePavago growing so fast that I can go dark for three days without a shred of guilt.
Thankfully, it’s not a hard sell. It’s literally hiring made less annoying😉
GTA 6 drops in a month.
That's how long I have to get Pavago growing fast enough that all my customers can disappear for 3 days and I won’t notice.
Pavago turns hiring into a search:
>Type exactly who you need
> See vetted remote talent actively looking, in under a minute
>Watch intro videos and see their pay expectations
>Book interviews and send contracts without leaving the app
Current records:
>Interviews booked 10 minutes after searching
>An offer sent in 2 days, using about 90 minutes of the client's time
Hiring? It's free to browse.
Link here: pavago.co
Know someone who is? Our referral program pays 20% for a year.
DM me.
