Rebirth: Starting with Capturing the Goddess Mentor

Chapter 141 This world is truly insane!
Xu Yang paused for a moment, then asked, "Mr. Chen, is there anything else?"

Chen Yan smiled awkwardly: "Actually, I have an even bigger project that I'd like to show to the two bosses."

Xu Yang: "?"

Li Mingjie: "?"

The two CEOs exchanged a glance, both reading surprise in each other's eyes.

Goodness, are college students these days really this good at fighting?

Is it not enough to create one company with a valuation of over 100 million? Do you need to create another one?
Xu Yang glanced at his Jaeger-LeCoultre watch again and asked seriously, "Can you finish explaining within twenty minutes?"

"can."

Chen Yan nodded, then quickly opened the second PPT.

The homepage still features two lines of large text—

I want to talk to the boss when I look for a job!

[Boss Direct Hire – The world's first online recruitment product with a pioneering internet "direct hiring" model]

Chen Yan pointed the laser pointer at the words "Zhipin" (直聘):

"As the name suggests, a key selling point of this product is that employers and job seekers can directly connect on our platform."

"Of course, large companies may need to recruit hundreds or thousands of people every year, so it's unrealistic to expect the boss to recruit them himself."

"Therefore, the 'boss' here specifically refers to the owner of a small company, or a department manager or business supervisor of a large company."

Immediately afterwards, Chen Yan turned to the next slide.

— Industry Status Quo and Pain Points
Current industry situation: Traditional recruitment is extremely inefficient.

For businesses: Average recruitment cycle of 45 days | 35% mismatch rate (Harvard Business Review)

On the job search side: 78% of resumes go unanswered | 60% of job postings are outdated.
Why does this happen?

Chen Yan paused for a moment, then continued:

"Because now all recruitment websites, whether domestic or foreign, use the job search model."

"To put it bluntly, it's like selling ads in the old days, selling a small piece for 500 yuan."

"For example, 51b, Zhaopin, Liepin, Monster, SEEK, JobsDB, these guys have made the exact same product on every continent in the world. They just put job postings on their websites, like putting the middle section of a newspaper on a website, and then they start collecting resumes. They don't care about the rest; you have to figure it out yourself."

"This has led to a situation where small companies, even if they are listed at the top, are not being looked at, while large companies can't keep up with all the resumes they've submitted."

"So, small companies are always complaining that they've taken the money but not the resumes. They've taken the money, but what about the resumes?"

"Big companies always complain that they spent money to solve problems, but instead created so many more. Do you know how many HR people I have to hire to mess with these resumes?"

"I have thought about this very carefully: why has no truly large enterprise emerged in such a field that involves hundreds of millions of people and tens of millions of businesses, and has such a basic need?"

"Now... the answer is self-evident."

At this point, Chen Yan's voice suddenly grew louder:
"It's because the recruitment industry hasn't undergone any fundamental changes in over 20 years; it's still stuck in the old model of selling ads in newspaper clippings from 20 years ago!"

"When this industry launched in 1997, it created the same value for users and clients. Today, it is still creating the same value, which leads to increasing dissatisfaction among both clients and users with this value."

"Compared to various internet services, whether it's ordering food, booking flights and hotels, or e-commerce, they all iterate every two or three years, but recruitment websites have remained largely unchanged from that time to today."

"This leads to one result—users are unwilling to pay for your service!"

"But users are actually willing to pay headhunters. It is generally acknowledged in the industry that the hundreds of thousands of headhunting consultants alone generate more than 100 billion US dollars in revenue annually from serving high-end clients."

"and many more!"

Xu Yang interrupted Chen Yan: "Does the 100 billion US dollars refer to the mainland region?"

Chen Yan nodded: "Of course, if we only count the mainland region, if we include Hong Kong, Macao and Taiwan, there will be much more. After all, Hong Kong is full of financial professionals with annual salaries of several million."

"Let's go back to our previous topic. The headhunting industry has hundreds of thousands of consultants, generating $100 billion in revenue annually." "Why?"

"Because they have indeed given you their talent, it's acceptable for you to pay 20% to 25% of your annual salary as a fee."

Therefore, users are actually willing to pay for talent.

However, in the field of online recruitment, several companies worked hard for a year, but their combined output value was only over 100 billion RMB. Why is that?
First, you need to ask yourself if the value you've created is sufficient.

Then, Chen Yan switched to the next slide of the PPT.

This slide only has five simple words in large print—

Job Matching Tool

Chen Yan continued:

"I want to create a product that will disrupt the industry."

"Thus, the idea of ​​[Boss Direct Recruitment] was born."

"【Boss Direct Hire】has a built-in recommendation engine that can accurately match a talent resource with a job posting."

"For example, if you are the owner of a media company and need to recruit a few young and beautiful women to train as artists, then [Boss Direct Recruitment] will give priority to recommending job seekers with high looks to you."

"Or, if Tencent needs to recruit some game engineers with relevant experience, [Boss Zhipin] will recommend game engineers who have graduated from prestigious universities and have more than 3 years of work experience."

"This saves a lot of tedious and time-consuming resume screening process, greatly improving the company's recruitment efficiency."

"This is what it means when it says 'job matcher' above."

"Clap clap clap"

As soon as he finished speaking, Xu Yang was the first to applaud, followed by Li Mingjie and his assistant Xiao Li.

The three applause was enthusiastic and sincere, and it was particularly loud in the quiet conference room.

With approval and surprise on his face, Xu Yang asked, "Is the product finished yet?"

"It'll be done soon; we expect it to be finished by the end of the month."

"it is good!"

Xu Yang clapped his hands vigorously: "How many shares are you planning to give up for this project?"

Chen Yan held up one finger and calmly said, "10%, 2000 million."

"no problem."

Seemingly afraid that Li Mingjie would also come and get a share, Xu Yang agreed to Chen Yan's request almost without hesitation.

Even Chen Yan was somewhat surprised: "Isn't President Xu going back to hold a meeting to discuss this? After all, the product hasn't been made yet."

"Hahaha."

Xu Yang laughed heartily: "No need, I can still approve tens of millions. We'll hold a special meeting to discuss it when you need to raise hundreds of millions."

"However, I believe that day will come soon."

"Thank you for your trust, Mr. Xu."

Chen Yan stepped forward and shook hands with Xu Yang.

Li Mingjie, who was standing to the side, couldn't help but gasp in amazement.

A freshman in college received a 5000 million yuan investment from Tencent!

This world is truly crazy!
……

(End of this chapter)