We provide a service to find investors, employees and B2B leads. Our service comprises three parts: sourcing, outreach and interview scheduling.
When sourcing, we scour multiple databases on the web (LinkedIn, AngelList, GitHub, and many others) to find contacts that best fit your requirements; when doing outreach, we use our most advanced LinkedIn and email automation to execute a multi-touch campaign with sharp, personalized and A/B tested messages; when scheduling interviews, our account managers pick up on conversations with responders to our campaign messages and communicate individually until the interview/call is arranged and the lead is passed on to the client.
Our clients have used our service successfully to find employees, clients and investors in record time, at a fraction of the cost of other services.
We like the startup mentality — the purpose, the grit, the pace — and we want to do business with people who are the same way. Hence, we focus on early-stage growth companies. Typically, our clients have from 1 to 100 employees, are looking to raise money for the first or the second time, have exhausted their private networks to find new employees or are looking to find new clients using a direct approach (LinkedIn and email). The common denominator for all our clients is that although they are fully capable of finding investors, clients and employees themselves, they don’t want to spend time on technical and monotonous work for sourcing and outreach. They would rather work with someone who can do it professionally. We’ve worked in fintech, SaaS, biotech, cybersecurity and digital tech industries and have found that our approach is industry-agnostic. GoStork, nClouds, nuID, Genius AI, Lumity, Grabango and many others have successfully used our services to find employees, new clients and investors.
No. You only need to have a well-prepared LinkedIn account and email inbox. We take care of the rest.
Yes. To increase the response rate, we highly recommend conducting all messaging from the client’s LinkedIn and email accounts. This way the candidate, prospect or potential investor will not even be aware that jobRely is in the picture. We take rigorous measures to protect your credentials, and our platform filters only those messages that come from the contacts in the campaign. You will be able to approve the copy of the final messaging campaign before we reach out to the candidate, prospect or potential investor, and we will make sure that we don’t exceed LinkedIn’s daily activity limits. Yes, it’s safe. Not a single client has ever had a problem.
We are not just another LinkedIn and email automation tool (even though we have developed the most advanced platform for that). Before we launch a campaign, we conduct a rigorous sourcing exercise to identify the best candidates, investors and prospects. It’s much more than just running a query on LinkedIn or Crunchbase — we check each profile manually and present only those that are the best fit. That’s why 80% of our candidates, investors or prospects are approved by our clients for outreach using our custom-built mobile app.
No. We work on a per-project basis with no monthly fees. Check out more information on our Pricing page. We do the technical work of sourcing and outreach, but it’s up to you to close, sell and hire. However, 95% of our clients have successfully hired from the 10 interviews that we arranged when looking for an employee, 60% of our clients have successfully found an angel investor from the five interviews when looking for an investor and 100% of our clients landed new clients in our B2B lead generation campaigns.
We’ve successfully helped hire product managers, growth marketers, account managers, sales development representatives and all kinds of software developers. We’ve also helped with hiring for C-level positions and co-founders. What we are not suitable for is very niche positions in narrow geographies where there are just a handful of candidates.
A recruitment agency will present a small number of active candidates while jobRely will present a relatively large number of passive candidates. The difference between active and passive is that active candidates are looking for a new opportunity while passive candidates are not. A rule of thumb is that only 5% of candidates are active and 95% are passive, meaning that jobRely draws from a much wider audience, producing richer choice.
But more importantly, every interview arranged by jobRely is with a relevant and qualified candidate, because he/she was previously reviewed and accepted by the client during the sourcing stage.
Last but not least, jobRely is over 10 times cheaper than using external recruiters.
To summarize, there are three advantages to jobRely’s approach: richer choice of candidates, only relevant interviews and much better value. The only disadvantage of working with jobRely, if we are pressed to name one, is that it may require more involvement from the client because there are more profiles to review (this, however, produces the benefit of having interviews with relevant candidates, not random people who may not fit).
We have our own database, and we also use LinkedIn Recruiter, Vettery and for technical positions — GitHub and Stack Overflow.
In small batches, we will present as many candidates as necessary to arrange 10 interviews. Once you approve 50 initial profiles, we will start reaching out with a five-touch LinkedIn and email campaign (see more below regarding the outreach process). We will continue sourcing and reaching out in batches of 50 approved candidates until we reach 10 interviews.
We carefully evaluate your requirements and use sophisticated sourcing tools to go through a large number of profiles. But before presenting final profiles on our mobile app, we review them one by one. That’s why our candidate approval rating is 80% and no AI/ML sourcing tool can match that.
Sure, you can. You will probably ask your friends and colleagues; then you might jump on LinkedIn and reach out to a few people. However, if you want to do this systematically at scale, you will need to allocate quite a bit of time for sourcing, finding emails, writing messages, and perhaps researching some new tools and learning how to use them. You may also need a simple ATS system to track your candidates and make sure everything is organized. However, in our experience, very few startup founders have the time to do this themselves from start to finish. That’s where jobRely comes in.
Depending on a role, we may need to reach out to anywhere from 100 to 300 potential candidates in order to arrange the 10 interviews. This may take anywhere from two weeks to two months, depending on the involvement of the client.
No. But in 95% of projects, 10 interviews are sufficient to make a successful hire. For those 5% who don’t hire, we offer a 20% discount on the next project (which can be for the same role).
1. Sign up and onboard on our platform.
2. Review candidates as we source them.
3. Review draft messages after we prepare them.
4. Connect your LinkedIn and email accounts on our platform.
5. Watch us execute a five-touch LinkedIn/email campaign and see new messages flood your inbox without you moving a finger.
6. Monitor how our recruitment assistants pick up on conversations where candidates have responded.
7. Accept calendar invitations as we book interviews for you.
8. Get on calls and close, hire and sign.
We prepare draft outreach messages and ask you to review them. Once ready, we set up a five-touch LinkedIn and email campaign. We recommend that the communication sequence starts with a LinkedIn Connect message. It is imperative that the client's LinkedIn profile is perfect as this may impact the response rate. If the candidate connects but doesn’t respond, a follow-up message on LinkedIn will be sent after 48 hours. If there is still no response, we will send another LinkedIn follow-up messaget after five business days.
If the candidate didn’t connect via LinkedIn, he/she will be sent a LinkedIn InMail, which reaches unconnected candidates both on their LinkedIn and email inboxes. If they still don’t respond, we will turn to email and send an intro message with one follow-up.Because this campaign is executed from the client’s LinkedIn/email account, all communication will be visible to the client on his/her LinkedIn/email as well as on the jobRely platform. If you would like to change the scheduling or sequence of messages, it is fully customizable.
There are three parts in the process — sourcing, outreach and interview scheduling. Sourcing is mainly manual; outreach and following up with non-responders are automated, but once the candidate responds, a recruitment assistant picks up the conversations and continues individually until the interview is arranged and the lead is passed to the client.
To increase the response rate, we highly recommend conducting all messaging from the hiring manager’s LinkedIn and email accounts. This way the candidate will not even be aware that jobRely is in the picture. We take rigorous measures to protect your credentials, and our platform filters only those messages that come from the candidates in the project. You will be able to approve the copy of the final messaging campaign before we reach out to anyone, and we will make sure that we don’t exceed LinkedIn’s daily activity limits. The connection is secured as our software runs on a cloud, browser fingerprinting is enabled. Yes, it’s safe. Not a single client has ever had a problem.
The cost of one lead generated using the jobRely method is rather high — about $100.
Therefore, it would not make much sense to spend this amount when selling a product or service that costs, say, $30 a month. However, if the sale value, or LTV, of the customer is in thousands, it might be a better approach than LinkedIn Ads, Google Ads or anything else.
Because of the reasons described above, we usually target companies, not consumers, because their purchase value is higher.
We source relevant contact persons at companies that you want to target and obtain their contact details (LinkedIn profile and email). We can do basic sourcing, which is usually one or a few queries on LinkedIn Sales Navigator, or we can do advanced sourcing, which involves manually checking each company for criteria not available in standard filters (e.g. are they currently hiring? Do they have a CMO Did they launch any new products recently?).
About 3,000. This is due to LinkedIn’s limit of roughly 100 messages per day. Since the campaigns typically last one month, the total number of contacts is limited to 3,000. But it’s the quality, not the quantity of contacts that matters (see above about Sourcing).
LinkedIn, ZoomInfo, Crunchbase and our own database.
We can do basic sourcing, which is usually one or a few queries on LinkedIn Sales Navigator, or we can do advanced sourcing, which involves manually checking each company for criteria not available in standard filters (e.g. are they currently hiring? Do they have a CMO? Did they launch any new products recently?).
Sure you can. But if you want to do this systematically at scale, you will need to allocate quite a bit of time for sourcing, finding emails, writing messages, monitoring follow-ups, perhaps researching some new tools and learning how to use them in order to keep everything organized. We believe that doing the technical work of sourcing and outreach is not the best use of time for in-house employees, and they can create more value concentrating on more value-adding tasks, such as closing hot leads.
Contrary to other B2B lead gen tools, we guarantee results due to our sourcing quality, end-to-end service and proactive process management from our side.
No. But in 100% of projects that we undertake, 10 hot leads are sufficient to make a successful sale.
1. Sign up and onboard on our platform.
2. Review companies and contact persons as we source them.
3. Review draft messages after we prepare them.
4. Connect your LinkedIn and email accounts on our platform.
5. Watch as we execute a five-touch LinkedIn/email campaign and see new messages flood your inbox without you moving a finger.
6. Monitor how our account managers pick up on conversations where prospects have responded.
7. Accept calendar invitations as interviews are booked for you.
We prepare draft outreach messages and ask you to review them. Once ready, we set up a five-touch LinkedIn and email campaign. We recommend that the communication sequence start with a LinkedIn Connect message. It is imperative that the client’s LinkedIn profile is perfect as this may impact the response rate. If the candidate connects but doesn’t respond, a follow-up message will be sent on LinkedIn after 48 hours. If there is still no response, we will send another follow-up message on LinkedIn after five business days.
If the candidate didn’t connect via LinkedIn, he/she will be sent LinkedIn InMail, which reaches unconnected candidates both on their LinkedIn and email inboxes.
If he/she still doesn’t respond, we will turn to email and send an intro message with one follow-up. We usually achieve a 30% response rate on our co-founder campaigns.Because this campaign is executed from the client’s LinkedIn/email account, all communication will be visible to the client on his/her LinkedIn/email as well as on jobRely platform.
There are three parts in the process — sourcing, outreach and interview scheduling. Sourcing is mainly manual; outreach and following up on non-responders are automated, but once the candidate responds, a recruitment assistant picks up the conversations and continues individually until the interview is arranged and the lead is passed to the client.
To increase the response rate, we highly recommend conducting all messaging from the hiring manager’s LinkedIn and email accounts. This way the candidate will not even be aware that jobRely is in the picture. We have rigorous measures to protect your credentials, and our platform filters only messages that come from the candidates in the project. You will be able to approve the copy of the final messaging campaign before we start reaching out, and we will make sure that we don’t exceed LinkedIn’s daily activity limits. The connection is secured as our software runs on a cloud, and browser fingerprinting is enabled. Yes, it’s safe. Not a single client has ever had a problem.
No. We only charge a fixed fee on a per-project basis (see Pricing section for more details).
We are not here to introduce you to someone we know. We are here to expand your network by finding relevant investors and reaching out to them in your name.
It’s not magic, really — just hard work that we have done many times and have the right tools and processes in place for. First, we work with you to define your target investors; second, we source relevant investors on Crunchbase, LinkedIn, Signal and elsewhere; third, we reach out to them via LinkedIn and email with carefully crafted messages; when some of them respond, usually with a request to send a pitch deck, we converse until they express interest in jumping on a call. That’s where we pass the baton to you.
A well-prepared pitch deck. Apart from that, it would help if you have a demo, video, customer testimonials, and/or traction.
Crunchbase, AngelList, LinkedIn, Signal and elsewhere.
Not really. We will source investors who are known to have invested in similar companies/industries/stages.
Certainly, nobody likes a cold approach. But we take time to source relevant investors so that our messaging doesn’t feel like spam. If we undertake a project (see Prerequisites), we guarantee that we will get you on the phone with five active investors who have reviewed your pitch deck and would like to know more. If you are able to close them, that remains in your hands. 60% of our clients were able to find an investor with our help, and the remaining ones got valuable feedback (it’s never a plain NO with our leads).
Angel investors and VC funds.
Sure, you can. You probably know some investors already; you might also jump on LinkedIn and reach out to a few people. However, if you want to do this systematically at scale, you will need to allocate quite a bit of time for sourcing, finding emails, writing messages, doing A/B testing, perhaps researching some new tools and learning how to use them. However, it’s a time-consuming job, and quite often founders simply don’t have the necessary horsepower. That’s where jobRely comes to help.
JobRely doesn’t advise (well, maybe a little, but that’s free). Instead, we do a job that you could also do if you had the time — sourcing, reaching out, following up, etc. with a large number of contacts.
To arrange five calls with potential investors, we may need to reach out to 1,000. This may take anywhere from two to six weeks in our experience.
No. But you will get on the phone with five active investors who have previously invested in similar companies, reviewed your pitch deck and became interested to the point that they’ve agreed to have a call or a meeting. This may not seem like a lot, but that’s how a dozen investments were started for our clients.
1. Sign up and onboard on our platform.
2. Review potential investors as we source them.
3. Review draft messages after we prepare them.
4. Connect your LinkedIn and email accounts on our platform.
5. Watch how we execute a five-touch LinkedIn/email campaign and see new messages flood your inbox without you moving a finger.
6. Monitor how our account managers pick up on conversations where investors have responded.
7. Accept calendar invitations as we book interviews for you.
We prepare draft outreach messages and ask you to review them. Once ready, we set up a five-touch LinkedIn and email campaign. We recommend that the communication sequence start with a LinkedIn Connect message. It is imperative that the client’s LinkedIn profile is perfect as this may impact the response rate. If the potential investor connects but doesn’t respond, a follow-up message will be sent on LinkedIn after 48 hours. If there is still no response, we will send another LinkedIn follow-up message after five business days.
If the investor didn’t connect via LinkedIn, he/she will be sent LinkedIn InMail, which reaches unconnected candidates both on their LInkedIn and email inboxes.
If he/she still doesn’t respond, we will turn to email and send an intro message with one follow-up.
Because this campaign is executed from the client’s LinkedIn/email account, all communication will be visible to the client on his/her LinkedIn/email as well as on the jobRely platform.
There are three parts in the process — sourcing, outreach and interview scheduling. Sourcing is mainly manual; outreach and following up on non-responders are automated, but once the potential investor responds, an account manager picks up the conversations and continues individually until the interview is arranged and the lead is passed to the client.
To increase the response rate, we highly recommend conducting all messaging from the client’s LinkedIn and email accounts. This way the investor will not even be aware that jobRely is in the picture. We take rigorous measures to protect your credentials, and our platform filters only messages that come from the contacts in the campaign. You will be able to approve the copy of the final messaging campaign before we start reaching out, and we will make sure that we don’t exceed LinkedIn’s daily activity limits. The connection is secured as our software is being run on a cloud, and browser fingerprinting is enabled. Yes, it’s safe. Not a single client has ever had a problem.
General Management / CEO. Time for some adult supervision? If you are a young team and things are getting a bit messy, finding a seasoned CEO might be what a doctor prescribed.
Technical / CTO. If you have never coded yourself, getting a CTO is a no brainer. Perhaps not right away, but eventually you will need one.
Marketing / CMO. Growing a startup is all about traction. A seasoned veteran on this front might be a groundbreaker.
Operations / COO. A COO is the right hand to a CEO who takes over everything the CEO is - well, not fond of. Wouldn’t that be nice to focus only on the stuff that you are best at?
In small batches, we will present as many candidates as necessary to arrange 10 interviews. Once you approve 50 initial profiles, we will start reaching out with a five-touch LinkedIn and email campaign (see more below regarding the outreach process). We will continue sourcing and reaching out in batches of 50 approved candidates until we reach 10 interviews.
We carefully evaluate your requirements and use sophisticated sourcing tools to go through a large number of profiles. But before presenting final profiles on our mobile app, we review them one by one. That’s why our candidate approval rating is 80%, and no AI/ML sourcing tool can match that.
The main source is LinkedIn. We also check CofoundersLab, GitHub (for technical co-founders), AngelList and other databases.
Sure, you can. You will probably ask your friends and colleagues; then you might jump on LinkedIn and reach out to a few people. However, if you want to do this systematically at scale, you will need to allocate quite a bit of time for sourcing, finding emails, writing messages, and perhaps researching some new tools and learning how to use them. You may also need a simple ATS system to track your candidates and make sure everything is organized. However, in our experience, very few startup founders have the time to do it from start to finish themselves. That’s where jobRely comes in.
A recruitment agency will present a small number of active candidates while jobRely will present a relatively large number of passive candidates. The difference between active and passive is that active candidates are looking for a new opportunity while passive candidates are not. A rule of thumb is that only 5% of candidates are active and 95% are passive, meaning that jobRely draws from a much wider audience, producing richer choice.
But more importantly, every interview arranged by jobRely is with a relevant and qualified candidate, because he/she was previously reviewed and accepted by the client during the sourcing stage.
Last but not least, jobRely is more than 10 times cheaper than using external recruiters.
To summarize, there are three advantages to jobRely’s approach: richer choice of candidates, only relevant interviews and much better value. The only disadvantage of working with jobRely is that it requires more involvement from the founders, because there are more profiles to review.
For a co-founder role, we expect to arrange 10 interviews by reaching out to 150-300 candidates. It is possible to find a co-founder in a few weeks, but the process from launching the project to completing the 10th interview may take about two months.
No. But in 95% of projects, 10 interviews are sufficient to make a successful hire. For those 5% who don’t hire, we offer a 20% discount on the next project (which can be for the same role).
1. Sign up and onboard on our platform.
2. Review candidates as we source them.
3. Review draft messages after we prepare them.
4. Connect your LinkedIn and email accounts on our platform.
5. Watch us execute a five-touch LinkedIn/email campaign and see new messages flood your inbox without you moving a finger.
6. Monitor how our recruitment assistants pick up on conversations where candidates have responded.
7. Accept calendar invitations as we book interviews for you.
We prepare draft outreach messages and ask you to review them. Once ready, we set up a five-touch LinkedIn and email campaign. We recommend that the communication sequence starts with a LinkedIn Connect message. It is imperative that the client’s LinkedIn profile is perfect as this may impact the response rate. If the candidate connects but doesn’t respond, a follow-up message will be sent on LinkedIn after 48 hours. If there is still no response, we will send another LinkedIn follow-up message after five business days.
If the candidate didn’t connect via LinkedIn, he/she will be sent LinkedIn InMail, which reaches unconnected candidates both on their LinkedIn and email inboxes. If he/she still doesn’t respond, we will turn to email and send an intro message with one follow-up.We usually achieve a 30% response rate on our co-founder campaigns.
Because this campaign is executed from the client’s LinkedIn/email account, all communication will be visible to the client on his/her LinkedIn/email as well as on the jobRely platform.
There are three parts in the process — sourcing, outreach and interview scheduling.
Sourcing is mainly manual; outreach and following up with non-responders are automated, but once the candidate responds, a recruitment assistant picks up the conversations and continues individually until the interview is arranged and the lead is passed to the client.
To increase the response rate, we highly recommend conducting all messaging from the hiring manager’s LinkedIn and email accounts. This way the candidate will not even be aware that jobRely is in the picture. We take rigorous measures to protect your credentials, and our platform filters only messages that come from the candidates in the project. You will approve the copy of the final messaging campaign before we start reaching out, and we will make sure that we don’t exceed LinkedIn’s daily activity limits. The connection is secured as our software runs on a cloud, and browser fingerprinting is enabled. Yes, it’s safe. Not a single client has ever had a problem.
