Torre

Along my team at Torre, we're committed to solving a major human challenge: How to find talent, and conversely, how to find work. We believe fulfilling opportunities exist for all of us, they're just not properly distributed.

Our solution aims to:

1. Enable a liquid workforce: By centralizing the availability of full-time, part-time, freelance, and gig-economy jobs. Then facilitating interactions through a frictionless platform.
2. Empower socioeconomic mobility: By allowing talent to collate and showcase their professional reputation in a standardized, easy to give, and structured data-rich recommendation system.
3. Re-organize talent and capacity through AI: By collating and constructing structured biographies of talent that capture the datapoints assessed by talent seekers (both self-reported candidate information and as indicated by connections). Then using matching algorithms to screen and rank candidates faster than any human being could.

At Torre we're aiming to build a global solution, the symptoms of the problem we're solving include:

• Four billion humans of working age don't have a professional profile.
• By 2027, more than 50% of the workforce will be flexible (arrangements other than mainly a full-time job).
• Remote and cross-border work is doubling every year.
• Finding talent is increasingly hard for organizations. The recruiting and staffing industry will grow by $400+ Billion dollars by 2023, projected to be a $1.13 Trillion dollar industry.
• Existing recruiting technologies merely replicate offline behaviors and are not augmenting human labors. (Building a CV = Building a LinkedIn profile. Placing a job ad on a newspaper = Placing a job ad on Indeed.)
• The data (opportunities, professional profiles, recommendations) is unstructured and heavily fragmented.

• The trends and behaviors of the talent seekers that we've researched, and other significant scientific research on the topic of recruiting has influenced our higher level architectural decisions through the analysis of human behavior, pattern recognition, psychology, and others.
• Additional research has been conducted as to what is the best user experience required for both the talent seeker and job seeker interface to increase the chances of structured, verified, and valuable data to be captured.
• Finally; we've been conducting research (through value tests, usability tests, and exploratory tests) as to what is the status quo for finding talent and finding jobs at a global scale. This allows us to build abstract enough frameworks that can then be localized easily for the hundreds of thousands of combinations of verticals and geographies.

• A freemium end-to-end software suite called Torre Suite. Currently in private beta, Torre Suite is an all-in-one free software that helps talent seekers automate their recruiting. Build organization profiles to attract talent. Capture referrals from their network, and their colleagues, automatically. Cross-post and syndicate job postings across relevant job boards. Automatically pre-screening and rank candidates based on algorithms with ranges and weights that can be customized by the user. Centralize the conversations, feedback, and comments with and about candidates. And in the future, perform technical tests, security checks, and psychometric tests with one click.
• A free structured professional biography that captures all that a résumé can't, and wont. For our algorithms to properly predict who would be a good fit for a professional opportunity (and thus remove friction in the recruiting cycles), it requires structured information about a candidate. The information our profiles capture is based on the models that recruiters use to assess a candidate: Recommendations by third parties (past leaders, colleagues, vendors, clients, etc.), interests, aspirations, professional experiences, skills developed with each experience, academic experiences, delta of professional growth, professional culture genome, personality traits, etc. By being able to properly connect datapoints faster and further than a human being can, our professional profiles allow for a deeper dive on each applicant; while requiring little to no human reviewing time.
• A free, centralized platform of jobs/gigs. Torre crawls job offers available through existing applicant tracking systems, job boards, and other work aggregators. We're building a meta-aggregator of jobs and gigs, and we're rapidly convincing talent seekers to directly post their professional opportunities on Torre. By having not only structured profiles but also structured opportunities, we're aim to perform quality predictions of best-matching candidates and help talent find fulfilling professional opportunities easily.

Through the process of constructing these three core solutions, we've invented several matching algorithms along several web products and functionalities that interact with each other to serve both sides of the platform. 

• We have an innovative approach to résumés that allows anyone to create an augmented, AI-ready, professional profile, for free. It provides free access to personality tests, professional culture tests, and 360 reviews.
• We have an innovative approach to automated candidate screening and ranking with hundreds of never-before assessed dimensions including team-to-candidate matching, career path prediction, and transferable skillsets, amongst others.
• We have an innovative approach to sourcing of candidates, by automating and gamifying referrals from immediate and extended networks. On Torre, by "signaling" others, you let the system know which contacts you would suggest for a given job/skill-set.

1. By providing free and structured access to attractive job opportunities (most of which are not centralized elsewhere), we have been able to attract talent and they have been motivated to create structured professional profiles in Torre.
2. By providing access to a free end-to-end recruiting tool, and the Torre Network, we have been able to attract talent seekers that make their structured job postings with Torre.
3. By providing satisfactory experiences for both sides of the platform through single-player-mode products, we will be able to engage, retain and expand the network.
4. As we improve the performance of both aforementioned efforts, we will reach critical mass in certain verticals and have interactions between both sides of the platform happen without our direct intervention.
5. In the long-term, these factors will kickstart network effects which will allow Torre to grow globally and become THE global platform for talent and professional opportunities. We will be able to capture more data, find more trends, improve our talent-matching algorithms, and provide an even better experience to all sides of the network, effectively constructing both defensive networks effects and IP that can't be easily replicated.

• 50,000+
• 1,000,000+
• 100,000,000+

Within the next year:

• Release Torre Suite from private beta to public by building a comprehensive experience that retains talent seekers in a single-player-mode environment.
• Expand the availability of remote-first jobs and gigs to retain job seekers that join the platform and maintain a high NPS.

Within the next five years:

• Release significant product innovations that attract and retain both mass-market, long-tail, and underserved verticals.
• Expand the availability of jobs and gigs to dominate both the remote and local job/gig markets.
• Optionally, build and release a blockchain standard for professional reputation that is massively adopted by product developers

• Building a product that solves all the jobs-to-be-done that compose the "recruiting" and "job finding" job-to-be-done requires significant product development and investment.
• The traditional recruiting biases and malpractices that reign recruiting cycles slow down adoption of disruptive technologies like ours.
• Some countries prove to be difficult markets to access for legal and technological implications (Russia, and China for example).
• A significant percentage of candidates is not willing to create a professional profile (again) as they consider their LinkedIn has sufficient information. However A) LinkedIn goes out of their way to restrict access to such information. and B) The data in platforms such as LinkedIn is very limited to the extent of what we are trying to accomplish.

• Methodic scientific-approach-based product development.
• Hiring the smartest talent we can find to address every challenge.
• Making sure we can keep the lights running.
• Making sure we invest significant time in strategic thinking to address the bigger picture and not get sidetracked by smaller-impact yet lower-hanging-fruit opportunities we face.
• Making sure we attract investors and partners that can help us overcome each challenge through a collaborative approach.

• We help people from those markets find work.
• We help organizations from those markets find talent.

1. Find relevant investors that have powerful connections with organizations that are influential and/or hire for a significant number of openings.
2. Find the best country-manager we can.
3. Offer all our services for as free or cheap as we can.
4. Dominate the market.

20 full-time team members

30 freelancers/contractors

• Our team is composed by award-winning innovators and entrepreneurs.
• We have successfully built two other platforms that connect talent with professional opportunities effortlessly for different verticals.
• We are ambitious.

• Organizations that use our platform to find talent (such as Wikipedia, Berlitz, staffing agencies, etc.)
• Top-performing professionals from world-class organizations that use our platform to find work (such as ex-Amazon, ex-google, ex-facebook, ex-CERN, ex-MIT, etc.)

Our monetization model is yet to be defined. We have run several successful monetization experiments across different models.

We have already invested $5M of our own money, and will continue to raise capital from angel investors, and venture capital, until we can kickstart network effects, and start re-activating already experimented with monetization models.

We believe that by attracting the best talent we can connect with, and partner with interested organizations, we will be able to create a truly global platform.

• Large staffing organizations in catalyzing markets such as the US, Germany, and India, amongst others.
• World-class enterprises that operate globally.
• Global networks of entrepreneurs.