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Team Profile Secret Stash

Hi folks! Here's everything you might want to know about the Team Profiles we create here at Before You Apply. Why spill our guts? Frankly, we can't stand it when companies hide information behind salespeople—so we're going to treat you like we'd like to be treated.

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When you’re ready:

Book a sales call with our co-founder, Nate (LinkedIn).

Email works best: nate@beforeyouapply.com

What it is:

We make landing pages that attract senior-level candidates, mostly engineers and salespeople. We call these pages “Team Profiles” and they live on beforeyouapply.com.

Examples: engineering team, sales team, market research team.

If you hire us, we’ll build your page around video interviews with your team members that we’ll cut into short clips. We’ll keep everything candid. The point is to build trust with candidates by giving them inside information they can't find anywhere else.

Use case & ROI:

Instructions: Have your recruiters include a link to your Team Profile in their outbound emails and messages. Recruiters usually see a 2–3X better response rate from passive candidates. For some roles this doubles the candidate pool.

There’s not a common name for this metric but, in plain language, it’s “response rate to outbound emails to passive candidates.”

🔥Top 8 reasons to get one ⚖️Make the case to your CFO 💭Additional use cases

Pricing:

A team profile costs $5K. This is a project rate; we charge you once and you pay up-front. This is not a subscription and we’re not going to lock you into anything.

Our price covers the creation of, at a minimum, one team profile, plus hands-on training and creative support to make sure the profile stays fresh for at least one year.

For tiny companies that are able to move quickly, we might charge less. For companies with finance and legal teams that insist on custom terms and payment workflows, we charge more.

The majority of our customers buy more stuff from us after the first project.

Last note: By default, we’ll collaborate with your team using Slack, Zoom, and Google Docs, and make use of our recommended production workflow. If you can’t use these tools or your org runs on the slow side, our project management costs will go up and we’ll pass them on to you. If this might be you, let’s cover this base on our intro call.

💵Pricing details

About you, our buyer:

Our buyer is typically a head of talent, founder, function leader (head or engineering or sales), or recruiter. Most of our buyers are referred to us by peers at other companies. Some people also find us because one of our customers tried to poach them using a Team Profile. These people don’t take the bait—but then come to us to get a Team Profile for their company. We have a good laugh when this happens.

😍Customer testimonials

FAQ

How long do I have to wait till it’s done?

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We move fast, typically two weeks from start to finish. What can go wrong? Far and away, the biggest factor for turn-around time is your ability to get calls scheduled with us. Also, over-customization and drawn-out timelines (at your request) will make this less-great for everyone. We ask you to trust our process, which we’ve refined from doing this 90+ times. ⚙️How we create a Team Profile

How much time do you need from us?

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Again, team profiles are built on original content and interviews with your team members. Here's what we’ll need from folks on your side.

Liaison (you?) who works with us: 2 hours.
Team members we interview for the profile: 60 minutes per person.
Sometimes other folks like having visibility, like PR or Marketing. This one is up to you.

If you’re curious, on our end we’ll spend ~60 hours bringing your Team Profile to life. This is mostly video editing and copywriting.

Who owns the content? Can we use it on social?

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You'll own the copyright to all content, so you can use it anywhere you like—social, careers page, whatever—without paying us any fees, ever. Notably, this is awesome (in our humble opinion), as other services in our space charge you an arm and a leg to license "their" content outside of "their" platform.

What other metrics is this going to move?

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We're targeting a wide range of outcomes. The most concrete are recruiting KPIs: outbound response rates, quality of inbound applicants, and number of team member referrals. But Before You Apply is about more than metrics. We also see it as our role to

Foster a partnership mentality between recruiting and the teams they support, especially engineering.
Support retention efforts by celebrating the values that draw in candidates and the hard work and success of current team members.
Build alignment around talent initiatives and set expectations for cross function involvement in recruiting.

Can we create a profile focused on company culture instead of one of our teams?

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The short answer: no. We’ve done extensive research with candidates, especially senior engineers and salespeople, to find out what they want to know before they apply for jobs. It’s clear that candidates care most about hearing from “the people I’ll sit next to.” That means focusing on one team. Everything about BYA is created with the candidate in mind. So, for now, we don’t compromise here.

Can we customize the interview questions?

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Generally speaking, no. The questions are standardized to support candidates who like to compare multiple teams/companies. That being said, we will spend a working session together at the front-end of the project crafting and curating the interview questions. And we’re happy to discuss adding a few bonus questions. All to say, you will have a lot of input in this area. Caveat: we may lightly edit your suggestions for tone of voice.

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