ICP Details

Titles

We’ve had success targeting individuals within the talent acquisition sphere within a company. However, we’ve found that the exact title of these roles can vary within different companies, geographies, and industries.

Additionally, we’ve had limited success engaging individuals with “HR” in their title. We believe this is partly due to the fact that for most companies, the HR department manages existing employees but does not directly oversee acquiring new ones. Additionally, HR isn’t known for being the most forward-thinking or proactive department in an organization.

Examples:

Director of Talent Acquisition

VP of Recruitment

Chief of Staff

Director of People Operations

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View comprehensive title list

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Size

200 employees or more

This is not a hard and fast rule. We do have customers with fewer employees than 200. However, generally speaking, companies with 200 or more employees will have consistent hiring needs and enough hiring volume where cumbersome hiring processes begin to become an issue.

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Geographies

North America - United States, Canada

Australia

Europe

APAC - obviously this includes Australia but I listed Australia specifically because it’s a particular area of interest. We have a few customers in the Philippines but they all have US offices. Most if not all are headquartered in the US. Call centers and support companies have shown particular interest in Boon.

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Industries

We’re still iterating to determine the optimal industries to target. The reality is that virtually any industry can benefit from leveraging referral hiring.

Key Attributes

This information has not been fully validated yet but it aligns with our experience as recruiters. An industry doesn’t need to have all of these attributes to be a viable and productive target industry.

High, consistent hiring demand

High turnover

High-cost talent sourcing

Underserved - relatively limited number of talent sourcing options available

Broad hiring needs - many different types of roles that must be filled

Niche talent requirements

1. Healthcare

Veterinary

Hospitals

Nursing

Home care/Elderly care/In-home care

Urgent care clinics

Addiction centers

Pharmaceuticals

Telemedicine

Dentist

There are more sub-sectors. ChatGPT could probably help whip up a decent list.

Key attributes:

High, consistent hiring demand

High turnover

High-cost talent sourcing - particularly for nurses

Underserved

Broad hiring needs

Niche talent requirements - especially for specific types of nurses

2. Talent Acquisition/Recruitment

The value proposition for these guys is a bit different because they’re able to use Boon to more effectively monetize their candidate network. Where most employers are able to hire more effectively, Boon helps recruiters and talent acquisition solutions find superior talent and place them more quickly, which means more money and higher margins.

Talent networks and gig economies like

Turing⁠

Recruitment agencies

HR Consultants

Talent Acquisition consultants

3. Education

Highschool level

Private schools

Academies and school-related programs

Coding schools and boot camps

Colleges - haven’t had as much success within this space yet. Maybe we’re not talking to the right people but the sales process seems to be arduous and it’s been difficult to determine who the best point of contact would be.

Key attributes:

High, consistent hiring demand

High turnover

Underserved

Broad hiring needs

Other Industries to Consider

These industries haven’t been heavily tested but they have many of the key attributes.

Retail

Hospitality

Logistics

Security Services

Insurance

Finance

Remote Services (call centers, support centers, etc.)

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Tools/Solutions

Companies that are already using solutions that have synergy with Boon. These can be tools that we integrate with and/or partner with.

ATS Providers

Lever

Dayforce

ClearCompany

Greenhouse

JobAdder - primarily used by recruitment agencies

JazzHR

Jobvite

Bullhorn

Taleo

Workday

Paylocity - offers both ATS and payroll solutions

Communication

Slack

Teams

Payroll

Paylocity

Gusto

Xero

SSO

Google Suite

Microsoft Active Directory

SAML

Okta

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Referral Program State

Determining if a prospective customer has an existing referral program in place and what the state is can be very helpful in determining the lead quality.

Companies with referral programs are prime candidates for our product, particularly those already experiencing success. Employers with less effective or no referral hiring strategies often require more persuasion to recognize the benefits of referral-based hiring. Importantly, businesses with operational referral programs are typically more attuned to their system's shortcomings, making them more receptive to Boon's solutions that directly address these challenges. We prioritize engaging with these segments in the order mentioned.

Scaling and optimizing

Using a competing referral solution

Poorly performing improvised system

No referral program in place

Companies within the “scaling and optimizing” segment may leverage some of the features provided by their ATS combined with improvised solutions, such as spreadsheets. Other companies may have an entirely improvised solution in place.

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Adopter Type

We believe the ideal adoption segment is the innovator and early adopter.

Individuals who are promoting other new talent acquisition tech and/or HR tech

May be working at companies that have challenging hiring needs and require innovative and forward-thinking talent-sourcing professionals at the helm to overcome these challenges.

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