“The way the recruiting industry works is for the most part misaligned with the way London’s startups actually want to grow and their team and change.”
Who are SeedLegals?
“SeedLegals is the fastest way to close your next funding round, build your team, incentivize them with share options, and manage your cap tables. So basically it’s a one-stop platform for everything you need to get investment and grow and scale your company on the legal side. We’re now about 150 people and growing rapidly, and loved by 35,000 plus UK companies and also growing internationally.”
We asked Anthony Rose, CEO & Cofounder, the following:
What specific hiring challenges were SeedLegals facing before finding Move?
“Hiring people is always difficult. How do you find people? How do you interview them? How do you make sure you’ve got a pipeline of great people and the cost structure.
But I’ve always really disliked the pay per hire model for two reasons.
Number one, it’s really expensive.
And number two more fundamentally, I think it encourages the wrong way of working.
In the London startup scene, there’s no such thing as hiring for life. So why would you enter an arrangement that makes it really expensive when people change jobs?
What I like instead is the concept or the mission and you hire people for a mission. And when the mission ends, maybe you can find another mission within the company, and if not great, you go your own ways.
But if you have a recruiting fee that essentially penalizes that model, that doesn’t align with the way that I think companies want to grow. All of the services we use at SeedLegals generally use a SaaS model. You pay somebody in amount per month and you use a service and why shouldn’t it be the same for recruiting?
“I love the RaaS (Recruiting as a Service) model that we have with Move. It lets me hire huge numbers of people at a fixed known cost and has transformed the way we’ve grown our business.”
I’ve hired 52 people from kick-off until the present. Had I had a pay-per-hire model, the bills would’ve been insane and would’ve prohibited the number of hires we’ve made. The Move model is transformative.
What may have happened if you hadn’t identified a solution?
“Had we not found a RaaS model for hiring, we would have experienced a lot more friction. The stakes for each hire would’ve been prohibitively high, which would’ve meant more interviews, and more pain for the candidates and hiring managers because it could cost you so dearly in terms of fees to get it wrong. So I think we’d have ended up with a damper on our growth from not having a model that made it really easy to hire.”