EverJob Pitch Deck Teardown: A Psychometric Approach

Executive Summary

EverJob is a recruitment-tech startup originating from a Romanian 'Startup Spinner Makeathon.' The deck presents a localized solution for the high-turnover IT&C sector, leveraging psychometric testing to improve the quality of hire. With a lean team and a very small capital ask of $20,000, the company aims to move from a validated MVP to a scalable product capable of international expansion. The deck is structured as a straightforward pitch for early-stage seed or grant funding, focusing on the team's expertise and the immediate market opportunity in Romania.

Slide 1: Team

The deck opens with the Team slide, introducing three key figures. Bogdan Cosma is listed as the Administrator and Developer, bringing three years of IT experience, specifically in AI-based forecasting for financial analysts. Daniel Secareanu serves as the Marketing Advisor, identified as the Founder of Tech Marketers and a consultant for WWF Romania with an MBA from CEU Business School. Crucially for a product based on psychometrics, the team includes Laurentiu Maricutoiu as a Psychology Advisor. Maricutoiu is an Associate Professor at the West University of Timisoara, specializing in Job Analysis and Personnel Selection. This academic backing provides necessary credibility for the 'Big 5' testing claims made later in the deck.

Slide 2: Idea

The Idea slide provides a high-level mission statement. EverJob is described as a 'cross-platform app' designed to help recruiters find suitable employees 'faster' and keep them 'longer.' The two-pronged value proposition is speed of acquisition and increased retention. The slide introduces the mechanism for this: 'professional testing and job matching.'

Slide 4: Customer

Slide 4 defines the Customer segment with geographic and sectoral specificity. The focus is on 'multinational companies in the IT&C industry with a high flow of employment.' The slide quantifies the local opportunity, noting there are 17,000 companies in Romania that fit this description. By targeting high-turnover environments, EverJob positions itself as a solution to a recurring, expensive problem for HR departments.

Slide 6: Solution

The Solution slide details the product's functionality. It promises a database of profiles matched to both soft and professional skills. A key feature is the 'soft skills in app testing using the Big 5 inventory.' This is designed to be a 4-minute test administered during the onboarding process. By keeping the assessment short, the company attempts to mitigate the friction usually associated with pre-employment psychometrics. The slide also mentions 'in app professional skill testing,' suggesting a holistic evaluation of candidates.

Slide 8: Channels

The Channels slide outlines the go-to-market strategy. The approach is split between digital and physical. Digital marketing focuses on Facebook, Instagram, MeetUp, and Twitter. Interestingly, the plan includes a heavy 'offline' component: hanging posters in 'IT related areas,' colleges, and cafes. This suggests a focus on capturing junior talent and recent graduates. The final channel mentioned is 'sustain meetings with company representatives,' indicating a direct sales approach for the B2B side of the marketplace.

Slide 10: Progress So Far

The Progress So Far slide serves as the traction and validation section. The team reports having 'spoke to more than 20 recruiters and managers from multinational companies' to validate the concept. They also claim to have received 'very good feedbacks' from marketing efforts in colleges. Most importantly, the slide states that an MVP is already out and currently in the testing phase. This moves the company out of the 'idea-only' category, showing execution capability.

Slide 12: What Do You Need?

The final slide in this selection, What Do You Need? , presents the ask. The company is seeking an investment of $20,000 . The funds are earmarked for equipment, marketing, licenses, and scaling databases. The slide concludes with the strategic objective for this capital: scaling the product to result in 'more sales out of the country.' The modest size of the ask suggests this deck may have been intended for an incubator, a micro-VC, or a pitch competition rather than a traditional Series Seed round.

What EverJob Does Well

The deck excels at Team-Problem fit . By including a Psychology Professor specializing in personnel selection, they provide a legitimate foundation for their psychometric claims. Many HR-tech startups claim to use 'AI' or 'science' without showing the human expertise behind the algorithms; EverJob avoids this pitfall. Furthermore, the market sizing on slide 4 is specific and grounded. Instead of citing a multi-billion dollar global TAM, they focus on the 17,000 companies in their immediate reach, which makes the $20,000 ask feel proportional to the initial task.

What is Missing from the Deck

Several critical components are absent from these slides. There is no Business Model slide explaining how the company generates revenue (e.g., per-hire fees, SaaS subscriptions for recruiters, or freemium models for candidates). There is also a total lack of Competitive Analysis . The recruitment space is crowded with giants like LinkedIn and specialized platforms like Hired.com; EverJob does not explain why a recruiter would choose their 4-minute test over existing solutions. Finally, there are no Financial Projections or unit economics. Even for a $20,000 ask, investors generally want to see how that capital translates into specific growth milestones or a path to the next round of funding.

Founder Takeaways

Founders should note the clarity of the value proposition on slide 2. It identifies two specific pain points: time-to-hire and retention. However, the deck serves as a warning against generic slide design . The use of a template with large numbers (1, 2, 4, 6...) takes up significant real estate that could have been used for data visualization or product screenshots. If you have an MVP, show it. A screenshot of the 4-minute test or the recruiter dashboard would be more persuasive than a bulleted list of features. Lastly, when targeting a specific regional market like Romania, founders should emphasize why that market is the perfect 'petri dish' for their solution before discussing international expansion.