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The Org 2.0 — Attract talent with a public org chart
Show off your team and prove you’re the best place to work. Enable candidates to imagine themselves among their future colleagues. More applicants, better interviews, and faster onboarding.
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I really love the transparency but I'm also concerned how this may be harmful to employees that share information they aren't legally allowed to share so I've got a few questions:
Is it always legal to share any org chart information?
If not, how do you protect employees from sharing information they aren't allowed to share? I didn't notice any clear warnings as I used the product.
Congrats on launching The Org 2.0! It looks like a great way to showcase team culture and attract talent. Can't wait to hear more about it!
Hey Product Hunt community 👋🏼 Today, I'm thrilled to introduce The Org 2.0 to you all!
Most of you know how passionate I'm about building in public and the philosophy of transparency. The Org fits right into this ethos. I'm a big fan of how The Org empowers other teams to participate in the Open Startup movement!
They are on a mission to make organizations more transparent, leading to a more connected and equitable professional community. I love the design, the simplicity, and the ease of using the product.
It literally takes 10mins to set up so check it out. The founders Christian and Andreas will be here to hear your feedback so drop your comments below.
Great job and great value proposition @The Org. team
And congrats on your relentless efforts to innovate and develop your product and on your 2.0 launch here at ProductHunt
I was wondering, how do you handle HR Master Data?
@the @magnus_stawicki_blak1 We integrate with most major HRIS systems but do not import personal data related to the employees.
I found TheOrg a few years ago by pure coincidence, and it's an amazing platform, I always check it out. All the best in this launch and the upcoming efforts. 💯
Wow! 🤩 This sounds like a really great idea. It would be awesome to see companies become more transparent and connected with the help of public org charts. Can't wait to see how this takes off! 🤗
Love this concept. Quite interesting to get some insights into the people behind companies.
🧐 Good find
I have been a super early user of The org and have always tried evangelising and setting up our org on it.
Will do it this time as well.
But as I am signing up now, first error it is showing that ".io" domain is invalid and when I sign up using Google auth from my work email, it is going back to square one. Might be because of high traffic today. Will try again later.
Congrats on the launch! I can't count how many org charts I've had to build for myself over the years. There's an element of Blind here where you share insights about a company, albeit anonymously. https://www.teamblind.com/
2 questions:
1) What's the business model? Do you envision companies subscribe to The Org as a marketing/recruiting tool/platform?
2) What are companies on the platform saying is the biggest benefit to them?
I think some companies have incentives to keep org charts private:
- Hide corporate structure from competitors - prevent potential poaching and limit visibility into department sizes
- Obfuscate managers and senior leadership from marketers, candidates, account executives, sales - limit unsolicited communication
- Keep corporate structure on a need-to-know basis - maintain control over employees
@sunkim Thanks for your questions!
1. We can see the business model going one of two ways: 1. Charging for premium employer branding features like applicant tracking or promoted jobs, or 2. Charging for premium access to our data for professional users like sales people. We are currently exploring the second option which is a very similar model to LinkedIn who has a free platform for public resumes and then monetizes their data through Sales Navigator. Which way do you think we should go?
2. Right now the biggest benefit is for employer branding and talent attraction/conversion. Some of our most engaged companies also use their org chart for internal purposes. Having a public org chart actually helps ensure that it is updated which is rarely the case with internal-only org charts. Most of this information is already public anyway (LinkedIn, etc.) so keeping the org chart private doesn't really solve the problems you are referring to. What do you think?
Good questions @cwylonis!
Summarizing LinkedIn's 3-prong business model:
- Talent solutions (sold to recruiters and employers for hiring and learning and makes up about 2/3s of LinkedIn’s revenue)
- Marketing solutions (ads, sponsored posts, about 1/6th of revenue)
- Premium solutions (paid subscription for members to gain access to more data, search abilities, and other features, another 1/6th ish of revenue)
Your Option 1 would be aligned with LI's talent solutions and Option 2 is closest to LI's premium solutions. While I’m a fan of having multiple revenue streams, I think you should be testing your main thesis to see if you have true product market fit. I believe the main thesis is:
Companies can save X% on recruiting costs while increasing internal & external brand equity and acquiring higher quality candidates Y% faster by promoting transparency and authenticity through a public org chart on TheOrg’s platform.
And this is more aligned with your Option 1, focusing on the seller side.
Focusing on the buyer side, a secondary value prop I see is:
Salespeople, marketers, and recruiters can identify a company’s decision makers, P&L owners, and buyers more quickly and cheaply than on LinkedIn, making The Org an efficient & cost-effective alternative to LinkedIn’s prohibitively expensive pricing and heavy-handed, obscure user experience.
Which would make this value prop more aligned with Option 2.
Another buyer side prospective is from potential candidates. I don’t recommend charging candidates to gain access to job posts (especially since they can do it for free practically everywhere else), but there is potential for sponsored job posts, ads for professional development, other paid content that companies would pay for. This would be most similar to LI's marketing solutions.
All that being said, I’d like to see a test of Option 1 and observing how the market responds. You can always tier the pricing with a freemium model, etc etc. I see a particularly grander vision where you disrupt recruiting entirely by relying less on recruiters, head hunters, and agencies and more on internal brand managers and empowered hiring managers to do the recruiting more easily and cheaply. But that's another conversation for another day!
For your second point, you’re right that the info is public, and I believe LinkedIn also shows who managers of some employees are (not sure how they do this). When I’ve been solicited by marketers or salespeople, they always ask for my boss or the business unit head, and most of the time, the conversation ends there. If someone can bypass all that, I’m sure they would, but I would be curious to see if that would be more effective than what’s happening now or if the business unit leaders and P&L owners will just be really annoyed.
Love the transparency and community aspect :) Making it more authentic than any other employer brand campaign (LI, Glassdoor etcc)
The Org