1. Technical talent on demand (reduce recruitment time)
2. 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.
3. Brand name
3.1. Andela
4. Our customers currently consist of
4.1. Mid-size high growth tech companies
4.2. Startups with at least 1 senior developer
4.3. Large tech enabled corporations
4.4. Companies that are <6 years old with a B2C business model
4.5. Focus: 75% SMBs / 25% “enterprise” “enterprise defined as Fortune 5000 type and companies that could easily take 10+ devs
5. Decision makers
5.1. CTO
5.1.1. Pain points
5.1.1.1. Marketing aspects of the company
5.1.1.2. Overall company culture
5.1.1.3. How to build out the next generation of engineers
5.1.1.4. Using latest technology
5.1.1.5. Technology strategy lining up with company
5.2. VP, Engineering
5.2.1. Pain points
5.2.1.1. Recruiting
5.2.1.2. Fitting with the team
5.2.1.3. Keeping within budgeted spend
5.2.1.4. Need for variety of skills
5.2.1.5. Management of developers is a pain
5.3. CEO
5.4. VP, Product
6. Tangible benefits
6.1. Reduce HR overhead
6.2. Reduce recruitment costs
6.3. Build tech faster
7. For outsourcing
7.1. "We can help you make outsourcing not suck"
7.2. 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.
7.3. Re-inventing outsourcing for the 21st century
7.4. Pain
7.4.1. Poor quality
7.4.2. Poor communication
7.4.3. High turnover
7.4.4. Not dedicated / low culture / integration
8. Target markets
8.1. Large corporations
8.2. Tech companies
8.3. Startups
9. Positioning statement
9.1. 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.
10. Intangible emotional appeal
10.1. Empowered
10.2. Confident
10.3. Virtuous
10.4. "Making an impact in the world"
11. Founding principles
11.1. Brilliance is evenly distributed, opportunity is not
11.2. Provide opportunity for people where opportunity is scarce
11.3. Med-sized companies
11.4. Provide companies with talent where talent is scarce
12. For Hiring
12.1. We make it possible for you to hire great engineers
12.2. Let’s re-imagine technical hiring
12.3. 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
12.4. Pain
12.4.1. Can’t find
12.4.2. Can’t retain
12.4.3. Can’t afford
13. Cost benefits
13.1. Infrastructure
13.2. Fiber internet
13.3. Mac laptop
13.4. Security
13.5. Office space
13.6. Healthcare/benefits
14. Value proposition
15. Focused target audience
15.1. 80% VC backed compaies
15.2. 20% enterprise
16. Andela's tone is intellectually causal. Be clear and informative before entertaining. Are they confused, excited, annoyed, curious.
17. Brand Archetype
17.1. 1) Sage
17.2. 2) Innocent
17.3. 3) Creator
18. Values
18.1. Excellence
18.2. Passion
18.3. Integrity
18.4. Collaboration
19. Category descriptor
19.1. A Talent as a Service (TaaS) company
20. "Product"
20.1. Full-stack software developers
21. Character
21.1. Optimistic, pure, honest and reliable. Always seeing the good in people and life. Dignified and subdued with an air of eliteness. An original thinker.
22. Voice
22.1. Andela's voice is human. It’s familiar, friendly, and straightforward. We want to educate people without confusing them.
23. Tone
23.1. Humor:
23.2. Avoid:
23.2.1. Slang, lingo, jargon
23.2.1.1. Fellows: Only referred to during the initial training period
24. Language
24.1. Developers: Always referred to when speaking about the individual(s) that will be placed on their team
24.2. Selection:
24.2.1. Boot camp: (2 words, lowercase c, unless a title): 2 week intensive
24.2.2. Home study:
24.2.3. Testing:
24.3. Program
24.3.1. Technical: All developers go through our 5 month training program when we hire them
24.3.2. 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
24.3.3. 4 year program: Avoid
25. Social media
25.1. We use social media to build relationships with partners and prospective partners.
25.2. 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.
25.3. Accounts:
25.3.1. Facebook
25.3.2. Twitter
25.3.3. Linkedin
25.3.4. Instagram
26. Persona
26.1. A self taught mid 30 year-old intellectual female from the US.
27. Common objections
28. Competitor landscape
28.1. Tech consultancies
28.1.1. Tata
28.1.2. Epam
28.2. Outsourcing
28.2.1. Upwork
28.3. Staffing/aug
28.3.1. Kforce
28.4. In-house
28.4.1. Recruiters
28.5. Remote ft
28.5.1. Accegile
28.6. Online marketplaces
28.6.1. Toptal
28.7. Dev shops (contract)
28.7.1. Thoughtbot