You’re Hired

fetch

HR ambassador Concetta (CJ) Lewis,  co-founder Jason Hutson, and founder Chase Morrow

Written by Alex Watson

Chase Morrow is breaking at least a couple of rules.

His new company, Fetch, is putting the reins of the employee-employer courtship in the hands of the talent, the place Morrow says it naturally belongs.

“A lot of the data we gathered is that the talent is tired of being hit on by staffing agencies,” Morrow says. “They get 27 LinkedIn messages a day about this great job an agency has for them. On LinkedIn they are not protected. They make one change on their profile, and their HR department sees it. It is so public out there. The platform we created is protecting the talent, giving them a very safe place to go and help them find the next best job that might be out there for them. We are dealing with passive talent. They are usually working, and if we can just drip the job to their phone, they get to decide whether they want to pursue it or not. Protecting the talent is very important to us.”

Morrow, who had previously been a founder of two Birmingham staffing agencies, ITAC Solutions and Moxie, saw a need for something new. “We felt this industry was antiquated and dated, and we felt that we could improve it through technology and automation,” he says.

Morrow and his team spent close to a year building out the software for the massive hiring platform, a sort of Match.com for human resources. Jason Hudson, Fetch’s CTO, directed all of the technology space working with Isotope11. The technology, Morrow says, is very sound and fully scalable.

Another rule that Fetch is upending within the staffing industry is the revenue model. While employers will be the revenue source, they will be paying based on a software subscription model as opposed to the standard fee based system. “A fee of 25 percent of first year salary with a 90-day guarantee is pretty standard in the staffing world,” Morrow says. “Our model upends that. We had some pretty good success with a pay-per-hire model initially. As of August we moved into a true subscription model. It was where we wanted to go. We just got there a lot faster than we thought.”

Fetch launched with an emphasis on IT and creative professionals. “We had some pretty rapid success with that, and we have now launched into sales, compliance, accounting, and human resources,” Morrow says. “So we moved into other verticals pretty quickly. We acquired our second international client just last week, so we even have people overseas signing up on the platform.”

Active in beta since last February, Fetch moved to more than 500 users rapidly after initially seeding colleagues to try out the system. It has been organic growth, which is what they wanted in
order to test it and make sure it is scalable.

Employers sign up on the platform, building out their company profiles and loading in job descriptions of positions they need filled. Potential employees or talent similarly create profiles outlining what they are looking for in a position in terms of compensation, culture, and other factors.

“Our algorithms determine whether there is a match in the system,” Morrow says. “The match is only sent back to the talent. The employer never sees the match, so we are completely protecting the client. It is the only platform out there that we know of that is completely talent-driven.

“So the talent gets the match information. They can scroll through it all on their phone (and) read all about the company, the position, the culture, everything about that job. Then they choose whether they are interested in taking the next step or not. If they choose not to pursue it, the match disappears, and nobody ever knows anything about it, except Fetch and the talent.

“If they are interested, our algorithm pulls all the data we have on the talent and sends it to the hiring manager offering that position. So the only time the talent’s profile is viewable is when they choose for it to be viewable, and it is only viewable by the hiring manager for that specific job opening.”

Letting the talent decide whether they want to “date” a company is key to what Fetch does.

“We really believe that hiring should be transparent and unbiased,” Morrow says. “The best way is to match the employer and the talent together and then step out of it. It removes that need for third party agency recruiter…We think that the middleman is unnecessary and expensive, and our platform removes the need for that person.”

getfetched.com