1. Technical talent on demand (reduce recruitment time)
2. Andela's tone is intellectually causal. Be clear and informative before entertaining. Are they confused, excited, annoyed, curious.
3. by having a developer through Andela, we are guaranteeing your happiness. Guarantee satisfaction. we have evaluated them for 6 months before we place them on your team. cross cultural interaction that is very rare in our world. elite of tech world has gotten behind this. mentors are from stock overflow etc… the fellows don’t have to ask you all the time. challenges for junior developer often ask you question. the fellows have Andela mentors so they don’t bother you. Actual developers at Google who are mentors to fellows at Andela - extra brand power to your team that you couldn’t hire for even if you wanted to.
4. Brand Archetype
4.1. 1) Sage
4.2. 2) Innocent
4.3. 3) Creator
5. Values
5.1. Excellence
5.2. Passion
5.3. Integrity
5.4. Collaboration
6. Brand name
6.1. Andela
7. Our customers currently consist of
7.1. Mid-size high growth tech companies
7.2. Startups with at least 1 senior developer
7.3. Large tech enabled corporations
7.4. Companies that are <6 years old with a B2C business model
7.5. Focus: 75% SMBs / 25% “enterprise” “enterprise defined as Fortune 5000 type and companies that could easily take 10+ devs
8. Decision makers
8.1. CTO
8.1.1. Pain points
8.1.1.1. Marketing aspects of the company
8.1.1.2. Overall company culture
8.1.1.3. How to build out the next generation of engineers
8.1.1.4. Using latest technology
8.1.1.5. Technology strategy lining up with company
8.2. VP, Engineering
8.2.1. Pain points
8.2.1.1. Recruiting
8.2.1.2. Fitting with the team
8.2.1.3. Keeping within budgeted spend
8.2.1.4. Need for variety of skills
8.2.1.5. Management of developers is a pain
8.3. CEO
8.4. VP, Product
9. Tangible benefits
9.1. Reduce HR overhead
9.2. Reduce recruitment costs
9.3. Build tech faster
10. For outsourcing
10.1. "We can help you make outsourcing not suck"
10.2. reinventing technical hiring for the 21st century. there are 5 jobs for every developer. find within a month a genius level dev, and they will stay with you for longer than anyone you’d hire.
10.3. Re-inventing outsourcing for the 21st century
10.4. Pain
10.4.1. Poor quality
10.4.2. Poor communication
10.4.3. High turnover
10.4.4. Not dedicated / low culture / integration
11. Target markets
11.1. Large corporations
11.2. Tech companies
11.3. Startups
12. Positioning statement
12.1. Andela helps engineering teams scale faster. We recruit the top talent across Africa, train them to be full-stack developers and place them with companies like Microsoft and Udacity to meet their technology, diversity, and business goals.
13. Category descriptor
13.1. A Talent as a Service (TaaS) company
14. "Product"
14.1. Full-stack software developers
15. Character
15.1. Optimistic, pure, honest and reliable. Always seeing the good in people and life. Dignified and subdued with an air of eliteness. An original thinker.
16. Voice
16.1. Andela's voice is human. It’s familiar, friendly, and straightforward. We want to educate people without confusing them.
17. Tone
17.1. Humor:
17.2. Avoid:
17.2.1. Slang, lingo, jargon
17.2.1.1. Fellows: Only referred to during the initial training period
18. Language
18.1. Developers: Always referred to when speaking about the individual(s) that will be placed on their team
18.2. Selection:
18.2.1. Boot camp: (2 words, lowercase c, unless a title): 2 week intensive
18.2.2. Home study:
18.2.3. Testing:
18.3. Program
18.3.1. Technical: All developers go through our 5 month training program when we hire them
18.3.2. Soft skills training: Technical: The first month of training is soley focused on soft skills development. In addition to ongoing weekly classes throughout their time at Andela
18.3.3. 4 year program: Avoid
19. Social media
19.1. We use social media to build relationships with partners and prospective partners.
19.2. This created opportunities to say the wrong thing, put off our audience, and damage our brand. We’re careful and deliberate in what we post to our channels.
19.3. Accounts:
19.3.1. Facebook
19.3.2. Twitter
19.3.3. Linkedin
19.3.4. Instagram
20. Persona
20.1. A self taught mid 30 year-old intellectual female from the US.
21. Intangible emotional appeal
21.1. Empowered
21.2. Confident
21.3. Virtuous
21.4. "Making an impact in the world"
22. Common objections
23. Founding principles
23.1. Brilliance is evenly distributed, opportunity is not
23.2. Provide opportunity for people where opportunity is scarce
23.3. Med-sized companies
23.4. Provide companies with talent where talent is scarce
24. Competitor landscape
24.1. Tech consultancies
24.1.1. Tata
24.1.2. Epam
24.2. Outsourcing
24.2.1. Upwork
24.3. Staffing/aug
24.3.1. Kforce
24.4. In-house
24.4.1. Recruiters
24.5. Remote ft
24.5.1. Accegile
24.6. Online marketplaces
24.6.1. Toptal
24.7. Dev shops (contract)
24.7.1. Thoughtbot
25. For Hiring
25.1. We make it possible for you to hire great engineers
25.2. Let’s re-imagine technical hiring
25.3. Target audience: technical staffing partners increase effectiveness of their work. Get much more value out of relationship, either more productivity / higher quality / more seamless engagement with team / getting projects done on time and under budget (sooner). Smarter people who are a part of your team we can make it easy and effective
25.4. Pain
25.4.1. Can’t find
25.4.2. Can’t retain
25.4.3. Can’t afford