Beta Byte: Talent On The Market



talentonthemarketBeta Byte is a series underwritten by Bust Out Solutions for that early stage tech found somewhere between idea and traction.

What is the name of the company and/or product? Where is it found online?

The product is called Talent On The Market and can be found at

What problem does this solve and what was the “aha” moment?

The site connects tech talent & recruiters only when it is fruitful to do so cutting down on the usual recruiter cold calling & unsolicited emails saving everyone time. It accomplishes this by allowing recruiters to setup talent alerts and sending them a notification when someone meeting their criteria enters the market. A person remains on the market for 48 hours and does not appear in search results when they are off the market shielding them from gratuitous communications. The goal is to provide recruiters with low volume but high quality candidate leads.

What is the full launch/release date planned?

The system will leave beta sometime in April after a few additional features are added.

Bust Out Solutions

Who is on the team?

Peter Beacom – Founder

What is the specific technology or combination of technologies is used? Is there any IP?

The system is a LinkedIn webapp built using ASP .NET MVC4, Web API, SQLServer, KendoUI, KnockoutJS, C#, & JavaScript. It is hosted on Windows Azure for scalability.

What is the size/scope of your market and how will you scale?

The market for users is anyone with a LinkedIn account who possess valuable skills, but it is particularly well suited to consultants that search for new projects once or twice per year. The market for recruiters in the Minneapolis / Saint Paul area is just under 7,000 people. The plan to scale is region oriented advertising and hopefully recruiters driving the usage of the site and sharing it with talented professionals so that the recruiter will know when valuable workers they have a high likelihood of placing enter the market.

What is your revenue model?

Recruiters who need more than the free usage tier of talent alerts and people they are able to follow can purchase a professional subscription. While the system is in beta subscriptions are $1 per month and anyone signing up will keep that price when the system leaves beta.

What is your greatest strength?

The product’s greatest strength is its LinkedIn integration. Because the user logs in using their LinkedIn account and pulls most relevant data from LinkedIn the time required to effectively use the system is minimal. A professional can create an account and go on the market in under 30 seconds. Likewise a recruiter can create their account and setup a talent alert in under 30 seconds.

What is your biggest weakness?

Communicating to recruiters that the purpose is to send them notifications when someone is on the market, not to search through the list of users. The product is fundamentally different than a system that allows searching through a list of candidate records. Although the system has search functionality, talent who are off the market do not appear in search results. This misunderstanding has resulted in some recruiters who login, perform many searches, but never create a talent alert. They will never know if someone matching what they are looking for enters the market unless they return regularly to perform searches.

What is one resource you could use that would take this to the next level?

A cost effective means of bringing talented professionals to the site when they are in search of new career opportunities.

Is there anything else you would like to add?

The system recently surpassed 100 users in the Minneapolis / Saint Paul region who represent a good mix of recruiters and technology professionals. The first users have already provided very valuable feedback and more is welcome. The feedback has been very much appreciated.

An additional feature worth mentioning is the system provides users with a public market status URL. For example. This can be shared with recruiters who you want to know when you are looking for your next opportunity, but have no chance of being remembered many months from now when that search begins.


  • Asim

    Very cool idea. About time someone did something like this in the HR/Recruiting space. I like. Congrats Peter!