bobyscaph

I like the idea because the faster people get onboard the better it is. Which type of companies do you target? Is your customer a large company with a structure HR department or small / mid company without any process yet? Large companies will be aware of the necessity of such a tool and have a budget for that but you will potentially be in competition with internal systems. Small / mid could find this interesting but will it be on their top priority? What is the your pricing model?

I am in the same line. Time is key there. Companies & canditates are often on the same page on this.

Fast & efficient sourcing & applying process: Smart matching to offer me only relevant and up-to-date. One click to apply.

Real time update on processes I applied: Has it been reviewed but the company? Are they interested or not? How many candidate are still in the process?

At the beginning what matters are the initial vision / intuition & the ability to deliver the MVP. MVP will be the tech cofounder role. Tech cofounders have numerous opportunities to work for. They have their own ideas and tens of non tech people who want to partner with them. They will join your project if they both think that the vision is interesting and that you as their cofounder have an unfair advantage to turn this project into success. It can be a strong market knowledge, a solid network in this area, a demonstrate ability to launch a project from zero, a strong competence in customer acquisition / marketing, a strong leadership or something else. The idea on its own worth very few to nothing. Your cofounder must be convinced that you will be the relevant person to team up and achieve the vision. Demonstrate that you are this person is I think the best way to convince a tech cofounder to join your startup.