Kebuki Vision: Disrupting the job market

This post is part of our Kebuki Vision series where we discuss our vision for Kebuki.  Topics discussed are not actively being worked on and may never appear in the product.  Purchasing decisions should be made on available functionality only.

Kebuki is built around our AIR proposition where we help managers to Attract, Inspire, and Retain amazing team members.

At the heart of AIR is the Kebuki Rating, a personal score held by Kebuki managers that is generated on a monthly basis from feedback given by current team members.  The Kebuki Rating is private by default, but managers can elect to make it public and use it to promote their own skills as an awesome leader.

As we add more and more managers to the platform, we see the Kebuki Rating becoming a de-facto standard of leadership quality - a seal of approval from existing teams that a manager is worth working for.

We believe having a great Kebuki Rating will have a high value when it comes to attracting amazing talent into your team.  Everyone knows of a team member (or entire team) that has switched companies to join a great manager they've worked for before.

People want to work for great people - more than they want to work for great companies.

Our vision for Kebuki allows managers to place their Kebuki Rating onto the public Kebuki site, to be searchable by job seekers.

Searches could be made by:

• Geography
• Industry
• Role
• Function

Imagine a marketing professional based in New York.  They could run a search for Kebuki managers within New York that work within Marketing departments in Technology companies.

The resulting search might pull up 100 managers ranked by their Kebuki Rating.  Our marketing professional can then elect to 'follow' those that he's interested in, essentially putting his hand up and saying "I'm interested in joining this team".

As a Kebuki manager you can now see a list building before your eyes of interested, relevant candidates that you can contact when you have open positions.

The advantage for Kebuki managers is that they can build up a personal pipeline of individuals that want to work for them, not just the company.  No longer do you need to wait for a specific job opening, and then ask your HR department to go out and get a snapshot of talent that is available and searching that week.

The advantage for job seekers is that they can track individual managers whist they are passively job hunting, watching their Kebuki Ratings go up or down, and getting to see how the current team rate them as a leader.

We believe that in the future job seekers will want to be able to apply to managers and teams just as they apply to companies today.  Its our vision that we'll be at the front of that disruptive change to the job market.

What do you think?  Do you believe a great manager is more important than a great company?  As a manager how useful would it be to have a personal pipeline of candidates waiting for you?