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One Degree Wants to Match People Based on Corporate Culture

by
Todd Raphael
Jan 16, 2014, 1:40 pm ET

Screen Shot 2014-01-15 at 10.48.18 PMIn its infancy is a startup hoping to match job candidates up with companies based not on resumes but on the type of culture where the candidate would best fit.

“We have consciously stayed under the radar,” says co-founder Sean Storin. “We really haven’t been enough of a story until now.”

The One Degree story was launched in Chicago but employees are also in Austin, Texas, and Silicon Valley.

To match them up with the right opportunity, candidates are asked:

  • What they want: Do they prefer set hours, or flexibility? A lot of feedback or a little? A lot or a little risk?
  • How they live: Is work their life, or is work work, and life life? Do they want routine or adventure?
  • What they know: Public relations? Taxes? HTML?

The goal is to connect them with like-minded people, and with employers, with whom they’ll share the profile of who they are, encapsulated by those three want-live-know things. In the future, employers will be able to describe their culture and then match it to employees based on their preferences.

“There is lots of math and computer stuff behind it all,” Storin says, “but in the end it is about creating one degree of separation between skilled people and the opportunity they belong in.”

One Degree is catering, Storin says, to an audience ages 18-29. It has raised $1.2 million to design and build the product, and is in the process of raising more. It’s in beta with a big insurance company, and is “developing with a Fortune 100 financial services company,” Storin says. “We are also working with Notre Dame to model our channel to university students.”

This article is provided for informational purposes only and is not intended to offer specific legal advice. You should consult your legal counsel regarding any threatened or pending litigation.

  1. Keith Halperin

    Thanks, Todd. This seems like a good tool to help the small percentage of jobseekers who can pick and choose where they work based on a number of factors, and not just go for whoever offers to hire them.

    Cheers,

    Keith

  2. Deanna Hartley

    This is an interesting concept. On the employer side, while the topic of cultural fit is not new, it has certainly gained momentum in the HR space recently. The first step toward ensuring cultural fit is for employers to take a step back and in fact identify what their culture is, if they haven’t already – and a great place to start is by bringing their own employees in to help shape the conversation. http://thehiringsite.careerbuilder.com/2012/06/12/cultural-fit-vs-skills-whats-more-important-when-recruiting-candidates/

  3. Jacque Vilet

    Sad, sad day. Recruiters ought to be doing this to begin with. I applaud the Sean Storin and One Degree —- but this is just an example of a 3rd party stepping in and filling a hole left gaping by recruiters. If this keeps up there will be no need for HR as we know it today —-the only people left in HR will be “project managers” managing 3rd party vendors that do the work HR can’t/won’t do.

  4. Keith Halperin

    @ Jacque:”If this keeps up there will be no need for HR as we know it today —-the only people left in HR will be “project managers” managing 3rd party vendors that do the work HR can’t/won’t do.”
    And the problem with that is…..?

    Happy Friday,

    Keith

  5. Nicholas Fletcher

    As the younger generation of employees come into the work force companies will need to be more keen on how to motivate them and keep them happy verses their focus on background and skills. One Degree is on the right path!

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