Issue#77: Building $1K - $10K MRR Micro SaaS products around Job Boards, Resumes, Interview related Tools
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Micro SaaS News this week in 2 minutes
(This saves you hours of time and keeps you up to date on what's going on in Micro SaaS)
👉👉 Zero To Founder launch on Product Hunt today with launch discount code
Aayshu Nandini hits $4K in just one month with Promotee - A Reddit Marketing tool that automates your process of generating, engaging and connecting with leads.
Sébastien Night is the founder of Nuro - an AI-driven video editor that fully automates the video editing process. He has grown Nuro to €18K+ in MRR
David Park, CEO Jenni, and shared that they are working on some collaboration with David Bressler, founder of excelformulabot, built using no-code Bubble.
7todos - The Task Board Created For Makers, made over 5500$ in the last 5 months. See this earlier interview from the founder Gobie Nanthakumar on FounderBeats
Pratham and Savio made $4,500 in 10 days from their AI tool IconifyAI
Yasser shares hitting $1,240 CAD MRR just one week after launching Chatbase
Let’s see today’s Newsletter around a Micro SaaS niche.
No fluffy content. If your goal is to build a $100m ARR business, this is not the right post. Here I am are NOT going to talk about building the next Facebook or Twitter. If your goal is to make a $1K to $10K MRR, continue reading.
This post will cover one SaaS area and talk about multiple niches in this space. This post also explains how to do tech implementation, do market analysis, how the current players are doing, and ends with a cost analysis to understand the overall cost for 100 users.
Let’s see some of the Info Products, SaaS products around Job Boards, Resumes, Interview related tools that are making real money.
JBoard: Create Job Board within minutes. One platform with all the features needed to start, run and grow job boards. Profitable with Enterprise customers. Charges on an average of $100/m per customer.
JobBoard: Easy to use Job Board Software. No software to install, up and running in minutes to create Job boards.
HireBeat: HireBeat is a tool to evaluate candidates with automated resume screening & video interviews along with collaborative screening to invite team members to evaluate candidates. Currently at $200K in revenue per year.
Adaface: Adaface is candidate friendly assessment tool on the market with a lot of features. Currently making $500K in revenue per year.
RailsDevs: The reverse job board for Rails developers. Railsdevs empowers independent developers available for their next gig. Devs can stop scouring job boards and sit back as companies reach out to you first. Crossed $4K MRR.
Web3Careers: A job board exclusively for Web 3 careers. Profitable and charges $200-$500 per job posting for 1-2 weeks.
SqlPad: SQL Mastery for Data Science Professionals. Watch, learn, and practice SQL all in your browser.
BootDev: BootDev (Formerly QVault.io) helps practice computer science fundamentals by writing modern code in a gamified platform.
SkilledUpLife: Find the brightest talent to build and grow tech startups. Crossed $400 MRR.
Ace iOS Interview: Info Product on cracking iOS interviews and getting a dream job on the iOS platform.
JobHunt: The job search management platform for job seekers. Keep track of job postings, deadlines, todos, offer details, and more with JobHunt.
DevDojo: Connect with fellow developers and gain access to tools that will help you build a profitable SaaS. Join with 30K other Developers to learn, build, and grow together. Currently at $3K MRR.
DeveloperJobSearching: Info Product that defines a systematic approach to choosing which companies to apply for, applying data points in evaluating companies. Crossed $1K sales and growing.
KeyValues: Find engineering teams that share your values. Search for engineering jobs based on specific company values.
Resumey: Advanced resume builder that automates the eye-catching resume generation process. Crossed $400 in sales.
NoCSDegree: Inspiring interviews with successful self-taught and boot camp developers.
FourDayWeek: Four Day Week only advertises roles that genuinely offer exactly that. All the jobs you see on this are flexible in some way. Remote, with reduced hours, flexi-time, or, of course, four-day weeks.
DailyDev: All developer news in one place. Get a feed of the hottest developer news personalized to you. Read more quality articles. Stay up to date. Save time. Raised pre-seed fund and is funded by 5 investors.
4DayWeek: Find a 4 day work week software job. Join hundreds of people getting weekly alerts for 4 day work week jobs.
FlexJobs: Job site to find remote, work from home, and flexible job opportunities, running since 2007. The estimated revenue is $20M/year.
WeWorkRemotely: We Work Remotely is the largest remote work community in the world. With over 3M visitors, this is the best place to find remote jobs.
RemoteOk: Job board for remote jobs. About 1000K folks look for remote jobs here. Current revenue is at $1M/year.
FounderGigs: FounderGigs is an exclusive network of the top freelance and fractional founders-for-hire in the startup world.
MyPerfectJob: MyPerfectJob is the opposite of a job board; it’s an ideal role board. Job seekers tell companies what they want and don’t want in perfect role.
🔒 👉 [In Pro] See who is making $500+ per month from gamified platform
🔒 👉 [In Pro] See who started making revenue between $3K - $5K with Newsletter ads and sponsored ads.
🔒 👉 [In Pro] See who crossed $10K MRR within 15 months of launching the product.
🔒 👉 [In Pro] See which company’s revenue is more than $300K per year.
🔒 👉 [In Pro] See which info product made $1K sales in less than 24 hours.
🔒 👉 [In Pro] See which company’s estimated revenue is $100K per year from job board.
Negative Nancy says - ‘Reverse Job Boards?? Why will companies search for candidates? It’s the candidate’s responsibility to search and apply for jobs.
Me - That’s true a decade ago. But now hiring good talent is one of the complex tasks for Tech companies and companies are spending thousands of dollars on referral fees. Reverse Job Boards will bring a curated list of highly filtered candidates interested in working on a technology/niche and this will make it 100x easier for companies to hire candidates.
Negative Nancy says - ‘Is building a community around the Job Board required’?
Me - Having an engaging community around a job board will make it an easy choice both for companies and job seekers. People want to talk to other people working in the same tech or niche. The community factor also builds credibility for companies thinking to advertise on these job boards. For example, Web3Careers, a job board exclusively for Web 3 careers has 4K members on its Discord community.
Deep-dive & Some niches
Resume processing and topic modeling using AI/ML: For companies where thousands of resumes come in every month, it is practically not possible for companies to go through resumes and may need a pre-process step to process these steps and categorize the resumes based on dominating skills. Create a Micro-SaaS product around this problem where companies can push the resume to this tool and this tool should be able to read the resume and tag the resume with the required keywords. You can use tools like AWS Texract, and AWS Comprehend to read the resume and use machine learning to tag these resumes at scale. These can help you uncover valuable insights from your text and organize documents by topics.
Hiring via Testing live coding skills: There are many companies still using Zoom and shared screens to test live coding skills. Create a Micro SaaS tool that just creates a sharable browser with controls both for recruiter and candidate where they both can see each other via a video call. The tool should automatically create a link that can be accessed by both recruiter and candidate. On click of this link, it should allow video calling along with automatic ‘live coding’ options. The ability to video and voice means that your hire managers can interview applicants remotely and rapidly while creating a natural interview experience. Interviewers can easily create an online room and code together with applicants for an intuitive and remote evaluation of real-life skills on the fly. Live pair programming in a shared editor enables candidates to demonstrate their true abilities while enabling the interviewer to see their thinking, working together, and communicating. CodeLive and a few other tools are successfully able to run this model. Make sure to support as many programming languages as you can in the live coding tools.
Bot-based hiring challenges/questions: Build a Micro SaaS solution that can create a bot with pre-entered questions. For screening a candidate, most companies conduct the first round of phone screening (telephonic interview) and it’s a manual effort most companies want to automate. Build a web app, where companies can enter the initial set of questions and create a bot out of it. Now candidates can take the first round of interviews from the Interview Bot. Make sure to support multiple-choice questions as well in the bot. If the bot can also support, video recording the candidate while the candidate answers the questions, that can be an add-on. This is also called as “conversational style” where the bot starts interacting with the candidate in a casual conversation and starts asking questions. To improve this and charge more for customers, create ready-made conversational bots for various roles that customers can pick and assign to candidates. This way, the customer doesn’t need to worry about manually building the bot or providing the questions. But provide an option to customize the selected bots for additional flexibility. Adaface has been trying to automate this and found success with this process.
Hiring for Cloud: The number of open positions for the cloud has been growing exponentially and every company is trying to move to the cloud. With this, there are many companies opening positions for the cloud. One big challenge with cloud hiring is the broad skills one needs to be tested on the cloud. Unlike other positions like Backend developer, and Frontend developer where you need to be tested on definitive skills, the cloud is different. In the cloud, there are many positions like Cloud SRE (Site Reliability Engineer), Cloud DevOps Engineer, Cloud Engineer, Cloud Database Specialist, Cloud Architect, etc. On top of this, there are multiple cloud vendors - AWS, GCP, and Azure are the major cloud players. So, having a mechanism for cloud hiring isn’t easy and it consumes a lot of hours from engineering teams to screen candidates. Create a Micro SaaS around cloud hiring by automating what is required for cloud screening. Note that the automation required for cloud hiring isn’t going to be easy with each vendor having hundreds of services across various domains. But start with the most tested skills like ‘Cloud Engineering’ skills and keep the test cases as agnostic as possible to programming languages. For example, define the automation to give the problem statement and let the candidate pick the programming language, and provide a solution that you can validate. Automating this may not be possible all the time. Start with manual validation after each candidate submits and slowly plan to automate things as you get more customers.
Reverse Job Boards: Reverse Job Boards are a new thing that is gaining traction. Instead of displaying jobs, the reverse job boards display candidates’ information and their interests. Instead of candidates searching for jobs, companies search for candidates in a predefined curated database listing. You can pretty much bring this model to any niche/segment. For example, RailsDevs applied the same model for Rails Developers and crossed $4K MRR. On top of the monthly subscription, RailsDevs also charges approximately $10K-$20K for every hire as a referral fee. MyPerfectJob is applying the same concept to Product Managers. Pick a specific segment like Front end devs, Cloud devs, and Web3 devs and apply the concept of Reverse Job Boards. It might need some initial effort to ping people and explain and ask the candidates to register to your listing. But once you have about 100-200 candidates, it will be in a good shape and you can start charging companies a subscription fee.
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Cost Analysis for 100 customers
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