Product Principles

These underpin how we want to bring the above user value to life.

Connecting people is our product

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Ultimately Hatch is about connecting people with people, not connecting people with job ads. Candidates join Hatch to discover, connect, and apply to Teams. Teams join Hatch to discover and attract candidates. In how we think about our product solutions, we should always start from the perspective of how we can better help people connect with people. This includes creating opportunity for users in the marketplace to interact; whether that through data/insights (eg # views of your profile), small interactions (eg likes/shares), or bigger journey steps (eg follow a company/join a talent pool) our opportunity is to bring together a community of users, rather than operate a one-sided job board.

AI first (where relevant!)

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The recent advances in LLMs and our Knowledge Graph unlock an ability to take a different approach than job boards before us. Our user experience can be AI first (eg how a candidate first onboards to discover matches) rather than an advertising board journey, and our data model can be AI first (how we deliver relevant matches for different use cases) rather than simple keyword matching/filtering. We should go head long into this opportunity. The caveat is always starting with the user problem - not everything should be solved with an AI-first approach, just where it makes sense.

Video

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We know that seeing a video right now is the killer "aha" moment in our product. Both for candidates (when a hiring team has a video) and for hiring managers (when candidates apply with video). We want to lean more into video as a hero medium within the marketplace.

Product-led growth acquisition and activation paths

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We don't want to build a sales-led growth model; we want to build a PLG model. That means being deliberate about designing PLG loops into our product and GTM model for both user groups. Which means starting with the product value that will acquire more users, and then finding the loops that bring them in.

Brand point of difference; values first

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We want to create a category-defining brand that resets how people find work. This means being clear on what we stand for. High on that list is values-alignment; allowing candidates to find matches based on their values and vice versa. It also means putting personality into the product experience. This is a b2c product made for the next generation; it should feel consumer friendly.

Product Pillars

I also want to share some principles about building our product specifically, given we are a product company. These are our pillars of user value. If we nail these, we'll win.

Best inventory

Candidates → confidence that the best teams and jobs are here

Employers → confidence that the best candidates are here

Hatch Match relevancy

Candidates → discover new paths/candidates that are relevant to me

Employers → attract the people to my role who can be a high performer

Unique insights into candidates and teams

Candidates → unique insights into the team and role

Employers → learn more about the people, accelerate the right ones into my job

Best job application experience / transparent feedback loops

Candidates → best way to apply because it’s easy, I can stand out on a level playing field with skills and motivation no matter my background, and I get transparent feedback.

Employers → Easiest way to post a role and review candidates. Features to help remove unconscious bias and analytics to help me improve my hiring.

Opportunity to connect with relevant communities

Candidates → learn more about the communities I’m interested in, take a values-first approach to my work communities

Employers → build my employer brand with the communities I want to attract