đ Marketing manager for startup backed by early Facebook and Twitter investorsđ đfully remote + benefits đ„
Skills and experience needed
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Why this opportunity exists
The internet significantly reduced the asymmetry of our gaining and exchanging information. Previously, discovering worthwhile sources of knowledge about any given topic took weeks of research, often including multiple visits to libraries, slow letters, and expensive phone calls. Today, it only takes a few seconds to search and discover what books to buy, articles to read, videos to watch, experts to follow, and online classes to take. Booking a flight or buying pretty much any product can now be done in seconds while lazing on a couch. Yet, when it comes to hiring talent, the processes involved remain rooted in the last century. Suppose I were to ask you, âWho is the best developer you can hire for your team?â or âWho is the best piano tutor for your children?â or âWho is the best part-time executive assistant you can hire for yourself?â The answer will likely take not seconds, minutes, or hours, but most likely weeks or even months! Not only that: the answer will probably be wrong. At best, youâll be able to say âOut of the dozens of candidates I was able to review, this is the best person.â However, thatâs but a tremendously small fraction of all the people across the globe who might have been a far better match. This illustrates the vast asymmetry of information weâve become accustomed to in recruiting. Consequently, most of the talent in the world is going to waste because it never gets exposed to the right opportunities. Whatâs the market like today? Recruiting and staffing easily surpass $1T in market size, yet remain ultra-fragmented. Recruit Holdings, the owner of Indeed and Glassdoor, for example, earns billions of dollars a year and shows massive profit margins, all with less than 5% job board market share. There are more than 4,000 job boards. Countriesâand even citiesâhave different sets of leading job boards. Why? We used to find work where we lived. Not anymore. Now, thanks to remote work, instead of talent going to where companies are located, more and more companies are realizing they need to go where the talent is located. Also, there are no platforms optimized for both full-time as well as flexible work, and most candidates want the option for both. With a more remote and gig-oriented world, thereâs no way recruiting will scale. At least, not the way it is now. Currently, we have numerous social networking platforms (from Facebook to Instagram to TikTok, Twitter, Clubhouse, etc.), but there is still only one dominant global professional network: LinkedIn. We believe there is plenty of room for another, and we donât have to engage LinkedIn head-on. Thereâs no need, especially when ours is not a platform focused on networking, but rather automating the process of finding talent and finding work. There are many other companies, both startups, and large corporations, that focus on recruiting automation. In fact, weâre a fan of anyone who is passionate about solving this problem. At the same time, we believe the solutions being developed today are the equivalent of putting a band-aid on a bullet wound. In 2018, we had a vision: the future of recruiting will be mostly, if not entirely, automated. In the same way that you can run a Google search to find the information you are looking for, in the not-so-distant future there will be networks that match talent to opportunity, removing biases, bringing search time down to barely a blink of what it is today while doing a better job of predicting a personâs fit for a job, a company, a team, an opportunity, than any human is capable of doing. Thereâll be a new category of platforms: platforms for automated, smart recruiting. âProgrammatic Recruitingâ, as we call it. And, not only that, this new category has winner-takes-all dynamics. Why? Two reasons: 1. Today, there are thousands of local job boards. That makes sense because jobs used to be purely local. Remote work is global and will trigger a massive consolidation. 2. Users of job boards have been able to switch from one board to another quite easily. They just have to bring their rĂ©sumĂ© or job posting with them, and thatâs it. However, networks for programmatic recruiting will capture tons of data from companies and candidates. Itâs unlikely theyâll easily port that data from platform to platform. In all likelihood, thereâll only be a few dominant networks in this new category. Maybe even just one. At Torre, weâre building that network. Of course, itâs not an easy thing to accomplish, which is why we started off by bringing on a solid team of engineers, data scientists, advisors, and, last year, our first investors. As you may know, this isnât our first time building a similar technology. Both Voice123 and Bunny Studio use algorithms and machine learning to match talent with opportunity, albeit in niche areas. This time, our vision is much larger. To build the worldâs network that automates recruiting, we know we have to do not only one thing, but many things better than the alternatives and our competitors. First and foremost, we have to provide massive value to candidates. This is, and will always be, our focus, our drive, our passion. The biggest opportunity in the world is no longer space or gold or oil. Itâs talent. And, in particular, data about talent. We have to build the best infrastructure to gather and process talent data and match it with opportunities. We have a small window of opportunity. We must execute well, and faster than our competitors. Here is what we know we must do: -We must build a global team of entrepreneurial, detail-oriented, data-driven, fast-learning overachievers. -We must follow the scientific method: observe, ideate, hypothesize, test, analyze, learn, and repeat rapidly. -The experience of our users must be bug-free, fast, usable, fun, transparent, mobile-first, and better than anything else out there. -We must automate whenever possible to increase speed, lower costs, and increase quality. -We must build a product and network abstract enough to be usable by multiple segments. Then, weâll grow where the market pulls us. We should prioritize segments that are bringing the most engagement value and virality. We must obsess with identifying, understanding, and tailoring our offering to such segments. -We must develop business models that donât slow down network effects. -Our brand and product positioning must be hyper-personalized. This isnât easy, but itâs a requirement to systematically identify the segments where we can deliver the most value. In terms of user acquisition, for both candidates and companies, weâre fully focusing on $0-user-acquisition-cost via word of mouth, search engine optimization, and product virality. As a marketing manager in Torre, youâll own our word-of-mouth channel. Your goal will be to increase as much as possible the number of quality users that join Torre because of it. Torre is a moonshot. đ We are backed by early investors in Twitter, SpaceX, Facebook, Pinterest, Square, Buzzfeed, Salesforce. Weâve made significant progress, and weâre gaining solid traction (youâre experiencing it right now!), but we need more outstanding people to keep growing. We hire entrepreneurs because they have an innate inclination to do whatever it takes to succeed. Entrepreneurs have a passion for taking calculated risks. Most senior members of our team are former entrepreneurs. If you like being entrepreneurial, working alongside some of the best practitioners in their field, rising to meet significant challenges, and helping others to their full potential, this opportunity is for you! Compensation depends on the candidateâs proficiency and entrepreneurial experience. The roll is fully remote and gets stock options and benefits.
Challenges
âą Measuring the impact of your work âą Being comfortable with addressing frequent changes triggered, primarily, by a strict user-driven methodology. âą Working alongside a team of inquisitive overachievers. âą Understanding limitations with our resources and technology and working around them. âą Persisting and persevering. âą Frequently coming across unknowns. âą Managing constant change and sudden growth. âą Working in a demanding environment. âą Giving and receiving candid feedback without either making it personal or taking it personally.
Career path
Your tour of duty is expected to last from two to three years. What you learn during your tour of duty may lead you to become: âą An executive in Torre or somewhere else. âą Founder of your own company.
Team culture
âą Our mission is to make work fulfilling. âą Our motto is always to deliver memorable experiences. âą We are entrepreneurial. âą We make bold bets. âą We feel encouraged to make mistakes we can learn from. âą We like data. âą We value people, inquisitiveness, candor, and courage. âą We aim for work/life integration. âą We pursue diversity. That's why we encourage people from underrepresented groups to apply. Here you can learn what the expectations of you as our colleague and co-worker will be: https://medium.com/@torrenegra/my-expectations-as-your-coworker-bb1881923164.
Team structure
âą You will report to our founder and CEO, Alexander Torrenegra, and our CGO, Andres Cajiao. âą You will work alongside software engineers, product designers, growth marketers, and operation coordinators of other areas. âą You will have access to a team of overachievers across multiple products and growth marketing disciplines. âąOf course, as we learn, experiment, and grow, our team structures may change.
Additional details
âą This is our recruitment process: (It can be as FAST as in 1.5 days) âą You apply via Torre. âą Our algorithm matches you. âą One of our Torre counselors gets in touch with you and you perform a quick test online. âą You will have a quick call with our CEO. âą You perform a 24h skills test (we will pay you for your time). âą You will have an interview with our CGO. âą No additional interviews! We can make you an offer on the same day. âą You become a Torrex! đ
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Posted: February 13, 2021 12:54 AM
Sebastian Gallo Verified
Making work fulfilling @ TorreWhat are signals?
Signals are a way of compiling a list of people youâll consider working with. Others can signal you as well.
By signaling a person or organization you notify them that youâll consider working with them. Thus:
- You will be notified of all or relevant jobs they post or when theyâre open to new opportunities (your choice).
- When they search for talent, theyâll notice you signaled them.
- Your signals are only visible to people you have signaled. You can, however, share them with others to collaborate.
55% of jobs are filled via referrals 1 . With Signals, Torre makes it easy for you.