TheLadders更新其iPhone应用专注职业推荐，同时推出“就业市场指导”功能
当你不找工作的时候，求职网站或应用又有何用处呢？这便是TheLadders当前正在解决的问题，该公司近日对其iOS版应用做出了更新，还推出了一项名为“就业市场指导”（Job Market Guide）的新功能。
TheLadders首席执行官亚历克斯·多泽特（Alex Douzet）告诉我，这两项举措只是TheLadders提出的新战略的第一步。TheLadders创立于2003年，最初的目标受众是寻找年薪超10万美元职务的人，近年来开始将业务重点扩大至更广泛的职业和收入类别。
多泽特指出，目前工作搜索问题“已经在很大程度上得到解决”，不仅TheLadders在此过程中做出了贡献，LinkedIn和Indeed之类的网站也功不可没。但他表示，这一市场仍然有进一步挖掘的空间，因为专业人士通常每隔三年或四年便会换一份工作。像TheLadders这样的网站“在三四年间给他们做的并不多”——多泽特希望随着这些新产品以及其他酝酿中的创意的发布，能够改变这种状况。
下面就让我们来谈一谈今天发布的TheLadders新版IOS应用吧。多泽特指出，即便你现在并没找工作，但你也可以给那些正在寻找合适人选填补职务空缺的团队工作，或是可以帮助好友找到理想的工作。虽然在线工作推荐并不是什么新创意，但根据多泽特及其团队昨天向我演示的这款应用，我发现它可以通过一种常见且便捷的方法来进行这种推荐。
你在TheLadders上面发布招聘启事时，需要填写许多基本细节——公司介绍、招聘职务、工作地点等，这些描述不得超过200个单词。职务空缺会显示在TheLadders应用中联系人的信息流中，这些联系人可以推荐他们网络中的熟人。如果发帖公司和被推荐者都“赞”了这份推荐，那么他们就可以在TheLadders应用中互相聊一聊。（你还可以推荐不是TheLadders会员的人，但他们会被要求下载该应用。
TheLadders专门针对移动用户开发了该应用，这一点同样至关重要。我不善交际，但可以想见，有些时候下班参与活动或是与朋友一起出去吃饭时，如果看到某个招聘启事，我会想，‘哎呀，我认识一个人特别适合这一工作’，然后我会记下来，等周围有电脑时继续跟进。有时候我可能会忘了这件事，有时候或许仍然记得。通过专注于移动端，TheLadders则可以让你在这些环境下立即采取行动。
TheLadders还会在其去年推出的应用中继续提供现有求职功能。多泽特表示，TheLadders移动应用的绝大部分用户都是iOS设备用户，所以该公司当前也专注于发展iOS平台，不过他承认“当我们看到使用量真的开始大幅增长时，我们会面向现有安卓版应用推出新的职务推荐功能，优化安卓用户的体验。”
与此同时，Job Market Guide预计将在下周正式发布，TheLadders今天推出的只是功能有限的“预览版”。Job Market Guide的想法是，聚合700多万TheLadders注册用户的所有数据，让他们可以掌握自己所选职业的最新信息。
例如，我正在搜索纽约市某些作家的数据，该应用会显示一个页面，里面包括平均工资、当前市场竞争程度，以及“最合适”这一职业发展的城市列表（列表由工资、竞争性和生活成本等因素确定）。你还能看到这一职业所需要的各种技能，甚至可以创建提醒功能，一旦有任何变动和新工作上线，你的电子邮箱都会收到提醒。
多泽特表示，TheLadders的就业指导是独一无二的，因为这一数据反映了用户讨论的最新趋势，而不是几个月前或是几年前某份研究报告透露的内容，并且会根据当地人的偏好做出调整——不仅是工资，还有雇主正在寻找的热门技能，而这些技能会因城市的不同而有所差别。多泽特指出，TheLadders的用户具有不隐瞒收入的动机，因为这有助于他们找到相应的工作：“如果他们隐瞒了当前收入状况，不久便会发现这种做法对他们有害无益。”
在被问及这些数据是否更偏向于那些高收入职业（TheLadders最早曾专注于为高收入群体提供服务）时，多泽特表示年薪低于10万美元的工作和年薪超过10万美元的工作之比现在是二比一。这或许并不能体现美国劳动大军的准确构成，但TheLadders表示其用户的规模和深度足以让这种数据变得有意义。
至于长期职业规划，多泽特表示TheLadders并不会向用户推荐他们十年以后应该从事哪种工作，因为职场并不是一成不变的，有时候并无明显的规律可循。他说：“没有一款产品能预言5年或10年以后你应该干什么。不过，职位介绍应该与相关工作有联系，所以，如果你是作家，想要成为一名编辑，仍然可以从这款应用中感受到你需要多少别的经验，以及什么样的新技能。”
TheLadders Revamps iPhone App To Focus On Job Referrals, Unveils Job Market Guide
What good is a job search site or app when you’re not looking for a job? That’s the issueTheLadders is tackling with the launch of a new version of its iOS app and a new feature that it calls the Job Market Guide.
CEO Alex Douzet told me that these are the first steps in a new direction for the company, which was founded in 2003. TheLadders was initially aimed at people looking for jobs that paid more than $100,000, before expanding its focus to a broader range of careers and salaries in recent years.
At this point, Douzet argued that the job search problem “has been mostly solved,” not just by TheLadders but by other sites like LinkedIn and Indeed. However, he said there’s still an opportunity to expand, because professionals usually only change jobs every three to four years. A site like TheLadders “is not really doing much for them in between” — something he’s hoping to change with these products, and with other ideas in the pipeline.
Let’s start with the updated app, which is launching today. Douzet pointed out that even if you’re not looking for a job, there’s a good chance you’re working on a team that needs to find good people fill open positions, or you may be able to help out a friend who’s trying to do the same. And while online job referrals aren’t a new idea, the app that Douzet and his team showed me yesterday offers a casual, convenient way to make those recommendations.
When you post a job opening in the app, you just enter a few basic details — your company, the title, the location, and a description, which can’t go longer than 200 words. The listing then shows up in the newsfeeds of your connections in the app, and those connections can recommend people in their network. If both the poster and the person being referred “like” the recommendation, then they can start chatting with each other in the app. (You can also recommend people who aren’t already members of TheLadders, who are then asked to download the app.)
The fact that TheLadders built this specifically for mobile could also be key. I’m no great connector, but even I can think of times when I was at an after-work event, or having dinner with a friend, and a job opening came up. I’d think, “Oh man, I know someone who’d be perfect for this” — then I’d have to make a note to myself to follow-up once I was at a computer again, which sometimes happened, and sometimes didn’t. By focusing on mobile, TheLadders allows you to take action right away in those situations.
The company will also continue to offer the existing job search features in the app, which launched last year. Douzet said added that the majority of TheLadders’ mobile usage is on iOS, so that’s where the focus is right now, but he acknowledged, “When we see the usage really, taking off, we will have to address Android” by introducing the new referral features to the existing Android app.
The Job Market Guide, meanwhile, is supposed to launch in full next week, but the company is releasing a more limited, “sneak preview” version today. The idea is to aggregate all the data from TheLadders’ 7 million-plus registered users and give people access to up-to-date information about their chosen professions.
For example, I looked up the data for writers in New York City, bringing up a page that includes the average salary, the current level of competitiveness, and a list of the “best” cities for that career (which is determined by a combination of salary, competitiveness, and cost-of-living). You can also see the kinds of skills needed for jobs in that profession and set up email alerts for changes and listings.
Douzet said TheLadders’ guide is unique because the data reflects what users are saying now, not what was reported in a study months or years ago, and it’s attuned to local differences — not just in salaries but also in the skills that employers are looking for, which can vary from city to city. He also argued that users on TheLadders have an incentive to be honest about their salaries, because that helps them to find relevant jobs: “If they lie about their current compensation, they find out very quickly that it’s not going to be useful for them.”
Asked if the data is skewed towards those high-income jobs that TheLadders started with, Douzet said the ratio between jobs paying less than versus more than $100,000 a year is now two-to-one. That may not be a perfect representation of the American workforce, but the company says the size and breadth of its user base is enough to make the data meaningful.
As far as longer term career planning, Douzet said TheLadders doesn’t try to tell you what kind of job you might have a decade from now, because careers don’t always follow an obvious, linear path: “There’s no product you can build that can predict in 5, 10 years where they should go.” However, the job profiles link to profiles for related jobs, so if you’re writer looking to become an editor, you can get a sense of how much additional experiences and what new skills you need.
来源：TC
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大学毕业生招聘平台Tyba 再获3100万美元融资
Tyba是一家致力于让科技创业公司这样的企业更加有效地招聘大学毕业生的“新人招聘市场”，该公司去年曾完成了由Sunstone Capital 领投的总额为1300万美元的一轮融资。如今他们再次融资3100万美元，投资的还是Sunstone Capital，还有一家新投资方加入——风险投资基金Impulse，隶属于全球第七大主权财富基金科威特投资局（Kuwaiti Investment Authority）。
Tyba 的理念在于用户在该平台上提供的大量职业信息可以让招聘者和求职者之间实现更加精确的匹配。目前，欧洲14个城市的500多家创业公司使用这一平台寻找大学毕业生候选员工，Tyba 希望这一数字能够增加到1000。
年轻一代的新求职者可以通过这个平台以普通的网络资料或简历之外的方式展示自我。接着招聘者可以根据“软技能”以及毕业生的兴趣进行信息的过滤。
其竞争对手包括Collegefeed，一家将众包和社交相结合的服务，在学生和其他学生以及潜在雇主之间建立联系。Collegefeed已获180万美元融资，投资者包括Accel Partners。另一家竞争对手Graduateland 则试图打造一个基于全球各大院校的大型招聘网络。
Tyba 的三位创始人埃索·康德（Eiso Kant），佐治·施努拉（Jorge Schnura）以及菲利普·冯（Philip von）于2011年在马德里创办了这家公司，目前已有28名员工。
Tyba– a “junior recruitment market” aimed at allowing companies like tech startups to more efficiently hire university and college graduates – last year raised $1.3 million in an investment round led by Sunstone Capital. It’s now raised another $3.1 million, once again from Sunstone Capital and a new investor, the VC fund Impulse, which is part of the Kuwaiti Investment Authority (KIA), the world’s seventh largest sovereign wealth fund.
Tyba’s idea is that the large amounts of professional information that users provide on the platform allows for a more accurate matching of hirers and prospects. Currently, over 500 startups in 14 different European cities use its platform to target graduate candidates and it hopes to increase that to 1,000.
New young recruits are offered the ability to showcase themselves beyond ordinary web profiles or their CV. Then recruiters filter the information around ‘soft-skills’ and the interests of the graduates.
Its competitors include Collegefeed, a service that combines crowdsourcing with social networking to connect students with each other and potential employers. Collegefeed has raised $1.8 million from investors including Accel Partners. Another, Graduateland, is trying to create a large recruitment network based on international universities.
Tyba founders Eiso Kant, Jorge Schnura and Philip von created the company in Madrid in 2011 and it now has 28 staff.
来源：TC
Salesforce第三财季营收与利润均超分析师预期，但当前财季业绩预期疲软
Salesforce今天发布了2015财年第三财季财报。财报显示，Salesforce当季实现营收13.83亿美元，不按照美国通用会计准则（non-GAAP）计算，合每股收益0.14美元；按照美国通用会计准则（GAAP）计算，Salesforce第三财季净亏损3892万美元，合每股亏损0.06美元。华尔街分析师此前预计Salesforce第三财季营收为13.71亿美元，合每股收益0.13美元。
第三财季，来自重复性订阅产品的收入在Salesforce总营收的占比达到了93%，与去年同期持平。对于任何一家SaaS（软件即服务）公司而言，订阅收入都是一项重要指标。
按照美国通用会计准则计算，Salesforce的亏损与去年同期相比大幅减少。2014财年第三财季，Salesforce亏损达到了1.24434亿美元，合每股亏损0.21美元。2015财年第三财季，Salesforce的总营收同比增长29%。
对于当前的第四财季，Salesforce预计公司营收在14.36亿美元到14.41亿美元之间，同比增长25%到26%。
此外，Salesforce预计公司营收增长速度在即将到来的2016财年会继续下滑。该公司预计，2016年财年营收介于64.5亿美元到65亿美元之间，比2015财年增长约20%到21%。
Salesforce的营收增长速度开始放缓并不足为奇。按照规律，每次营收数字太大，都会对同比带来更大的拖累。Salesforce预计全年20%到21%的营收增长速度好像也不能激起投资商的热情——毕竟，该公司股价在盘后交易中出现下跌——但是我认为这个数字并不太疲软。分析师此前预计2016财年Salesforce的营收增长幅度只有数百万美元。
截至2015财年第三财季末，Salesforce持有的现金及现金等价物为18.3亿美元。
这个季度，由于Dreamforce用户大会的举行，Salesforce一直忙着推出各种各样的新产品。其中一个重磅产品就是外界期待已久的分析产品“Wave”。除此之外，Salesforce还宣布他们正在扩大与微软的合作范围（双方合作始于今年春天），同时对移动应用开发项目（现称作Salesforce 1 Lightning）进行重大调整。Salesforce还对旗下核心CRM（客户关系管理）工具做了更新，增加了交互式实时客户服务功能。
Salesforce Slips On Weak Guidance, Despite Beating On Both Revenue And Profit In Its FQ3
In its fiscal 2015 third quarter, Salesforce reported revenue of $1.383 billion, non-GAAP earnings per share of $0.14, a GAAP net loss of $38.92 million, and a GAAP loss per share of $0.06. Analysts had expected $0.13 in adjusted profit on revenue of $1.371 billion.
The percentage of its revenue that came from recurring, subscription sources — a key metric for any SaaS business — totaled 93 percent for the firm, unchanged from the year-ago quarter.
The company’s GAAP losses were down steeply year-over-year, when the company lost $124.434 million, or $0.21 per share. For the period, Salesforce’s total revenue rose 29 percent compared to its year-ago quarter.
For its current fiscal fourth quarter, Salesforce expects revenue of $1.436 billion to $1.441 billion. Those figures would push the company’s revenue up between 25 and 26 percent on a year-over-year basis.
Salesforce expects its revenue growth to slip further in its rapidly-approaching fiscal 2016, during which it expects to generate top line of $6.45 billion to $6.50 billion, which according to the firm will represent growth of around 20 to 21 percent compared to the preceding fiscal year.
That Salesforce is seeing slowing percentage growth is not surprising. The law of large numbers drags harder every time you increase your revenue compared to a prior-year quarter. Salesforce’s predicted full-year 20 to 21 percent growth doesn’t appear to have greatly enthused investors — its shares are off after-hours, after all — but I don’t think that the number is too soft either. Analysts had expected a few hundred million more for its fiscal 2016.
The company had cash and equivalents of $1.83 billion at the end of its fiscal third quarter.
Salesforce has been extremely busy this quarter making a flurry of announcements around their mega Dreamforce user conference. The big news was the long awaited analytics product called Wave. In addition, Salesforce announced that they were extending the partnership with Microsoft announced last Spring and there was a major overhaul and rebranding of the mobile app development program, which is now called Salesforce 1 Lightning. They also gave their core CRM tool a refresh and added an interactive live customer service feature.
来源：TC
日本第一大人力资源服务商Recruit营收同比增11.3% ，盈利能力下降
日本第一大人力资源服务供应商Recruit最新财务数据显示，截至2014年9月30日的六个月该公司营收同比上涨10.4%至6,173亿日元（约合53亿美元）。2014财年上半年Recruit毛利润为3,040亿日元（约合26亿美元），运营利润却同比下滑3.2%至534亿日元（约合4.618亿美元）；2014财年上半年净利润同比下滑4.1%至284亿日元（约合2.456亿美元）。该公司表示，之所以盈利能力有所下降，其原因在于Recruit战略调整正在实施中长期增长的投资策略。
值得强调的是，Recruit人才服务业务在2014财年上半年的营收为3,281亿日元（约合28亿美元），同比增幅达11.3%。据悉，人才服务业务营收占该公司总营收的53%。Recruit人才服务业务在2014财年上半年中的息税折旧摊销前利润同比也大幅上涨13.1%至189亿日元（约合1.61亿美元）。
财报还显示，Recruit本土市场日本的人才服务业务市场依旧在呈现出稳步拓张趋势。日本本土市场人才服务业务在2014年上半年的营收为1,915亿日元（约合17亿美元）。Recruit海外市场中的北美及欧洲区业务扩张形势进一步加强，其海外人才服务业务营收同比上涨13.2%至1,365亿日元（约合12亿美元）。
Recruit Holdings revenue up by over 10%
(Nov. 17, 2014,/staffingindustry.com/)Recruit Holdings (6098: JP), the largest staffing firm in Japan, reported revenue of JPY 617.3 billion (USD 5.3 billion) for the six months ending 30 September 2014, an increase of +10.4% over the same period in 2013. The company achieved gross profit for the period of JPY 304 billion (USD 2.6 billion), while operating income of JPY 53.4 billion (USD 461.8 million) decreased by -3.2% compared to 2013. Net income decreased by -4.1% to JPY 28.4 billion (USD 245.6 million), year-on-year. The reduction in profitability was attributed to investments carried out for medium-term growth.
The Staffing segment which represents 53% of the company’s total revenue reported revenue of JPY 328.1 billion (USD 2.8 billion) for the six month period, an increase of 11.3% over the same period last year. Staffing EBITDA was JPY 18.9 billion (USD 161 million), an increase of +13.1% over the same period in 2013.
According to the company’s financial statement; the domestic staffing market continues to enjoy a moderate expansion trend as the number of active agency workers remain on an upward trend. Revenue from domestic staffing during the period was JPY 191.5 billion (USD 1.7 billion). In the overseas staffing market, operations in North America and Europe enjoyed a moderate expansion trend. Net sales were favourable, reflecting steady growth in business performance and successful growth of outsourcing services at Advantage Resourcing Europe. Revenue from overseas staffing operations was JPY 136.5 billion (USD 1.2 billion), an increase of +13.2%.
来源：staffingindustry.com
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