Shapr.co Review

Based on looking at the website, Shapr.co presents itself as a specialized recruitment platform aimed at connecting startups and scale-ups with pre-qualified Sales & Marketing talent.

The platform positions itself as a solution to common hiring frustrations such as low-quality candidates from job boards, time-consuming LinkedIn outreach, and expensive recruitment agencies.

Shapr.co claims to streamline the hiring process, promising to fill positions in under 30 days by providing access to a curated pool of candidates, integrated messaging, and personalized account management.

The platform operates on a success-fee model, charging a commission only upon successful recruitment.

Overall Review Summary:

• Purpose: Specialized recruitment platform for Sales & Marketing roles in startups/scale-ups.
• Target Audience: Startups and scale-ups seeking pre-qualified talent, and individuals seeking jobs in these sectors.
• Key Selling Proposition: Faster hiring under 30 days, pre-qualified candidates, cost-effective compared to agencies, integrated messaging.
• Business Model: Success-based commission 16% of annual gross fixed salary upon successful hire.
• Free Access: Recruiters get free access to the platform and unlimited feature usage.
• Transparency: Clearly outlines pricing and process.
• Customer Testimonials: Features several positive testimonials from co-founders and managers.
• Islamic Ethical Considerations: The platform appears to facilitate professional employment and business transactions. There are no clear indications of activities that would be considered unethical or forbidden in Islam, such as interest-based transactions Riba, gambling, or promotion of immoral behavior. The commission model is based on a successful service rendered, which aligns with principles of honest compensation for work. It focuses on connecting individuals with legitimate employment, which is generally encouraged.

While Shapr.co offers a compelling proposition for recruitment, particularly in the Sales & Marketing domain for startups, it’s always wise to explore multiple avenues.

Here are some alternatives in the recruitment and professional networking space that uphold ethical standards and can help you find or fill roles effectively:

• LinkedIn: Key Features: Global professional network, extensive search filters, InMail for direct messaging, job posting, talent solutions. Price: Free for basic profiles, paid plans for recruiters LinkedIn Recruiter and premium job seekers LinkedIn Premium. Pros: Massive reach, robust search capabilities, strong networking tools. Cons: Can be time-consuming, requires active sourcing, premium features can be costly.
• Indeed: Key Features: Free job posting, resume database access, sponsored job options, applicant tracking. Price: Free for basic job postings, pay-per-click for sponsored jobs. Pros: High volume of candidates, simple interface, widely used. Cons: Quality of applicants can vary, requires thorough screening.
• AngelList Talent: Key Features: Focus on startup jobs, direct messaging with founders, transparent salary ranges, remote work options. Price: Free for job seekers, various plans for companies. Pros: Niche focus on startups, high-quality talent pool for tech/startup roles, direct access to decision-makers. Cons: Less variety outside of tech/startup roles.
• Glassdoor: Key Features: Job listings, company reviews, salary insights, interview questions. Price: Free for job seekers, paid options for employers. Pros: Provides insights into company culture and salaries, useful for both job seekers and employers to gauge expectations. Cons: User-generated content can be subjective, job listings may not be as extensive as Indeed.
• Wellfound formerly AngelList Talent: Key Features: Connects startups with talent, emphasizes remote work, transparent salary expectations, investor profiles. Price: Free for job seekers, various tiers for companies. Pros: Strong focus on startup ecosystem, direct access to founders, good for remote roles. Cons: Primarily for tech/startup roles, not as broad as general job boards.
• Built In: Key Features: Regional tech job boards e.g., Built In NYC, Built In Chicago, company profiles, tech news and events. Price: Varies, generally paid for employers. Pros: Niche focus on tech industries in specific regions, attracts relevant tech talent, provides company insights. Cons: Limited to specific tech hubs, not suitable for all industries.
• FlexJobs: Key Features: Curated remote and flexible job listings, scam-free guarantee, career resources. Price: Subscription-based for job seekers, paid for employers to post jobs. Pros: Specializes in remote/flexible work, high-quality vetted listings, saves time by filtering out scams. Cons: Requires a paid subscription for job seekers, less suitable for traditional in-office roles.

Find detailed reviews on Trustpilot, Reddit, and BBB.org, for software products you can also check Producthunt.

IMPORTANT: We have not personally tested this company’s services. This review is based solely on information provided by the company on their website. For independent, verified user experiences, please refer to trusted sources such as Trustpilot, Reddit, and BBB.org.

Shapr.co Review & First Look

The core value proposition revolves around efficiency, quality, and cost-effectiveness when it comes to hiring Sales & Marketing professionals.

The site immediately highlights the common pain points for growing companies: the low quality of candidates from general job boards, the massive time sink of manual LinkedIn outreach, and the hefty fees associated with traditional recruitment agencies.

Shapr.co aims to be the antidote to these frustrations.

The Recruitment Landscape and Shapr.co’s Niche

The recruitment market is diverse, ranging from broad platforms like Indeed and LinkedIn to highly specialized headhunting firms. Shapr.co carves out a niche by focusing on two critical aspects: the type of role Sales & Marketing and the type of company startups and scale-ups. This specialization suggests a deep understanding of the unique needs and challenges faced by these dynamic organizations. Startups often operate with lean teams and tight deadlines, making rapid, high-quality hires crucial for growth. Sales and Marketing roles, in particular, are often the lifeblood of these companies, directly impacting revenue and market penetration.

Addressing Common Hiring Pain Points

The website explicitly calls out common frustrations experienced by companies:

• Volume vs. Quality: “Les jobboards aménent du volume mais peu de qualité” Job boards bring volume but little quality. This resonates with many hiring managers who spend significant time sifting through irrelevant applications.
• Time Consumption: “Chasser sur Linkedin est ultra chronophage” Hunting on LinkedIn is ultra time-consuming. Sourcing candidates, sending personalized messages, and tracking responses on LinkedIn can indeed be a full-time job.
• Cost: “Et déléguer à un cabinet de recrutement coûte cher” And delegating to a recruitment agency is expensive. Traditional agencies often charge significant percentages of annual salaries, which can be prohibitive for budget-conscious startups.

Shapr.co claims to mitigate these issues, promising a streamlined process where candidates are “soigneusement pré-qualifiés par notre équipe” carefully pre-qualified by our team. This pre-qualification is a significant selling point, implying that companies will receive a more refined pool of candidates, thus saving internal screening time.

Shapr.co Features

The platform, as described on its homepage, offers several features designed to simplify and accelerate the hiring process for startups and scale-ups looking for Sales & Marketing talent.

These features aim to address the common inefficiencies and costs associated with traditional recruitment methods.

Access to Pre-Qualified Candidates

A cornerstone feature highlighted by Shapr.co is the pre-qualification of candidates by their internal team. The website states, “Tous les candidats sont soigneusement pré-qualifiés par notre équipe” All candidates are carefully pre-qualified by our team. This implies that companies gain access to a curated talent pool, saving them the initial screening time often required when using broad job boards. This pre-vetting process theoretically increases the quality of applicants, leading to a more efficient recruitment cycle. Testimonials on the site further support this, with users appreciating the rigor in candidate selection and the detailed information provided beyond just experience.

Integrated Messaging and Platform Usability

Shapr.co boasts an integrated messaging system, allowing recruiters to contact candidates directly within the platform. This centralization can streamline communication, making it easier to manage interactions with multiple candidates without switching between different tools. The website also emphasizes a “plateforme simple et libre d’accès” simple and freely accessible platform, suggesting ease of use and a straightforward user experience. A clear search functionality with filters type of product sold, job role, desired package is also mentioned, enabling recruiters to “affiner votre recherche afin de ne voir que les profils qui collent le mieux à votre besoin” refine your search to see only the profiles that best match your need. Gravesbros.com Review

Account Management and Support

A notable feature is the mention of an Account Manager AM. Several testimonials refer to the support provided by the AM, such as pushing “3/4 profils très ciblés” 3/4 very targeted profiles and assisting with candidate follow-ups. This personalized support system indicates that Shapr.co goes beyond just providing a platform. it offers a human element to guide and assist companies through their recruitment journey. This could be particularly valuable for startups that may not have dedicated HR teams or extensive recruitment experience. The platform also addresses common questions like what happens if a candidate doesn’t respond within 48 hours, advising users to contact their AM, reinforcing the idea of ongoing support.

Shapr.co Pros & Cons

When evaluating a platform like Shapr.co, it’s essential to look at both its strengths and potential drawbacks, particularly from the perspective of a startup or scale-up seeking specific talent.

While the website presents a compelling case for its utility, a balanced view is crucial for informed decision-making.

Advantages of Using Shapr.co

Shapr.co’s model offers several distinct advantages, particularly for its target audience:

• Quality of Candidates: By focusing on Sales & Marketing roles and pre-vetting candidates, Shapr.co aims to deliver higher-quality, more relevant profiles. Testimonials consistently praise the “profils ultra-qualifiés” ultra-qualified profiles and the rigor of the selection process. This helps companies avoid sifting through a large volume of unsuitable applications.
• Cost-Effectiveness Success-Based Model: The “Vous ne payez qu’en cas de recrutement réussi !” You only pay in case of successful recruitment! model is highly attractive. Charging 16% of the annual gross fixed salary, while significant, is presented as “2x moins cher qu’un cabinet” 2x less expensive than a cabinet. This performance-based fee structure de-risks the recruitment process for companies, as they only incur costs when a hire is made.
• Specialization: The focus on Sales & Marketing roles in startups and scale-ups allows Shapr.co to develop expertise in these specific areas, potentially leading to a better understanding of the unique requirements for such positions and the talent pool that fills them.
• Integrated Platform & Support: The simple, free-access platform with integrated messaging and dedicated Account Managers streamlines the communication and management process. This personalized support can be invaluable, especially for companies without large HR departments.

Potential Disadvantages of Shapr.co

Despite its strengths, certain aspects might be considered limitations or potential drawbacks:

• Niche Focus: While specialization is a strength, it’s also a limitation. Shapr.co is explicitly for Sales & Marketing roles. If a startup needs to hire for tech, product, finance, or other departments, they will need to use other platforms or recruitment methods, which can lead to fragmented hiring strategies.
• Candidate Pool Size: The website mentions “+ 20 nouveaux profils par semaine” 20 new profiles per week. While these are pre-qualified, the total volume of candidates might be smaller compared to massive general job boards like LinkedIn or Indeed. This could be a concern for companies with very specific or hard-to-find requirements, or those looking to hire multiple roles simultaneously.
• Reliance on Shapr’s Qualification: The quality of candidates heavily relies on Shapr.co’s internal pre-qualification process. While testimonials are positive, companies must trust Shapr’s judgment and screening criteria align with their own.
• Commission Structure for Candidates: While the commission is paid by the employer, it’s important to understand how Shapr.co attracts candidates. The website does not detail how candidates are sourced or what their experience is like in terms of incentives or potential fees if any though typically, job seekers don’t pay. This is more a transparency point than a direct con for employers, but it impacts the candidate experience, which in turn affects the quality of the pool.
• Geographic Focus Implied: The website text is in French, and some questions imply a focus on Paris “Comment ça se passe si votre entreprise n’est pas basée à Paris ?”. While it mentions filters for remote candidates, the initial impression leans towards a strong presence in the French market, which might limit its applicability or reach for US-based companies unless they have a strong presence in France.
• Customer Support Response Times: While Account Managers are available, the FAQ mentions that validation of a profile for accessing candidates “peut prendre jusqu’à 48h” can take up to 48 hours during weekends. While minor, this could be a slight delay for urgent needs.

Shapr.co Alternatives

Depending on your specific requirements—whether it’s a broader talent pool, different industry focus, or a different cost model—exploring alternatives is a smart move.

All the following alternatives are widely recognized and used globally or within the United States.

Broader Professional Networking & Job Boards

For a more general approach to professional networking and job search, these platforms offer extensive databases and tools:

• LinkedIn: The undisputed leader in professional networking, LinkedIn offers a vast database of professionals across all industries. Recruiters can post jobs, source candidates directly using advanced filters LinkedIn Recruiter, and leverage network connections.
  • Key Features: Professional profiles, job postings, InMail for direct communication, talent solutions Recruiter Lite, LinkedIn Recruiter, groups, articles.
  • Pros: Enormous reach, global presence, diverse talent pool, powerful search capabilities, professional branding.
  • Cons: Can be time-consuming for active sourcing, competition for top talent, premium features can be expensive, not all profiles are actively seeking jobs.
• Indeed: One of the largest global job boards, Indeed aggregates job postings from company career pages, other job boards, and direct employer submissions. It’s known for its high volume of applicants.
  • Key Features: Free job posting, resume database, sponsored jobs pay-per-click, applicant tracking system, company pages.
  • Pros: High volume of applicants, simple to use, widely recognized by job seekers, cost-effective for basic postings.
  • Cons: Quality of applicants can vary, requires more active screening from the employer, less specialized than niche platforms.

Startup & Tech-Focused Platforms

For companies specifically looking to hire in the startup ecosystem, these platforms often attract talent already aligned with the startup culture:

• Wellfound formerly AngelList Talent: This platform is a go-to for startups and tech companies looking to hire, especially for remote roles. It emphasizes transparency, including salary ranges and equity options.
  • Key Features: Startup job listings, direct messaging with founders/hiring managers, transparent salary and equity information, investor profiles, remote job filters.
  • Pros: Strong focus on startups and tech, attracts high-quality talent interested in the startup environment, direct communication, good for remote hiring.
  • Cons: Primarily for tech and startup roles, less diverse in terms of industry focus.
• Built In: A network of local tech communities e.g., Built In Austin, Built In NYC, Built In connects tech professionals with companies in specific cities. It offers job postings, company profiles, and tech news.
  • Key Features: Localized job boards for tech hubs, company profiles, tech news, event listings.
  • Pros: Niche focus on tech industries in specific regions, attracts relevant local tech talent, provides insights into company culture.
  • Cons: Limited to specific tech hubs, not suitable for all industries or geographies.

Niche & Specialized Job Boards

For more specific roles or industries, niche job boards can sometimes yield better results than general ones: Rookjapan.com Review

• Salesforce AppExchange for Salesforce roles: While not a traditional job board, the AppExchange often features consultants and companies specializing in Salesforce implementation and development, many of whom are looking for talent. Direct engagement with these companies can lead to opportunities for Salesforce-specific sales and marketing roles.
  • Key Features: Directory of Salesforce apps and consultants, partner listings, business solutions.
  • Pros: Highly specialized for Salesforce ecosystem, direct access to companies working with Salesforce.
  • Cons: Not a direct job board, requires proactive outreach, limited to Salesforce-related roles.
• Remote.co: For companies specifically looking for remote talent, Remote.co curates a list of remote job openings across various categories, including sales and marketing.
  • Key Features: Curated list of remote jobs, resources for remote work, company profiles.
  • Pros: Dedicated to remote work, vetted opportunities, diverse range of remote roles.
  • Cons: Less suitable for companies seeking in-office talent, primarily a job board, not a full recruitment service.

Freelance & Contract Platforms

For companies looking to hire talent on a project basis or for temporary needs, these platforms connect businesses with freelancers, which can include sales and marketing consultants:

• Upwork: One of the largest platforms for freelancers, Upwork allows companies to find and hire professionals for various projects, from marketing strategy to lead generation and content creation.
  • Key Features: Global pool of freelancers, project-based hiring, hourly or fixed-price contracts, payment protection, built-in communication tools.
  • Pros: Flexibility, access to global talent, cost-effective for specific projects, wide range of skills available.
  • Cons: Quality can vary, requires thorough screening of freelancers, competition can be high.

Each of these alternatives offers a unique set of benefits and caters to different aspects of the recruitment process.

The best choice often depends on the specific role, industry, budget, and desired level of involvement in the hiring process.

How to Cancel Shapr.co Subscription

Based on the information available on the Shapr.co homepage, the platform operates on a success-based model for recruiters, meaning you only pay a commission if you successfully recruit a candidate. This implies that there isn’t a traditional recurring “subscription” fee in the sense of a monthly or annual charge for simply accessing the platform. Instead, access to the platform and its features appears to be “libre d’accès” freely accessible.

Understanding the Shapr.co Payment Model

The website clearly states: “Vous ne payez qu’en cas de recrutement réussi !” You only pay in case of successful recruitment!. It further details the pricing as “16% de commission sur le salaire fixe brut annuel” 16% commission on the gross annual fixed salary. This means that for a company, the “subscription” or financial obligation only arises when a candidate sourced through Shapr.co is hired.

Therefore, the concept of “canceling a subscription” in the typical sense like canceling a monthly SaaS fee doesn’t directly apply.

Instead, it would be about discontinuing the use of the service or formally informing Shapr.co that you no longer intend to recruit through their platform.

Steps to Discontinue Use or Formalize Non-Engagement

If a company wishes to stop using Shapr.co or formally disengage, here’s how it would likely work based on the provided information:

1. Stop Using the Platform: Since access is free, the most direct way to “cancel” is simply to cease using the platform’s features, such as contacting candidates or posting new requirements.
2. Communicate with Your Account Manager: The website frequently mentions the role of an Account Manager AM who assists with the recruitment process. If you have an assigned AM, it would be professional courtesy and good practice to inform them directly that your recruitment needs have changed, or you are no longer using their service for future hires. This communication can prevent unnecessary follow-ups from Shapr.co.
3. Address Open Processes: If you have active recruitment processes ongoing through Shapr.co e.g., interviewing candidates sourced via the platform, ensure these are properly closed out. If a hire is made from a candidate introduced by Shapr.co during your engagement, the commission would still be due as per their terms.
4. Data Deletion/Account Closure: While not explicitly stated on the homepage, most platforms offer options for data deletion or account closure. If you wish to formally close your account and have your data removed, you would likely need to contact Shapr.co’s support or your Account Manager to inquire about their data retention and account deletion policies. This aligns with standard data privacy practices e.g., GDPR, CCPA.

In essence, because the financial commitment is tied only to successful hires, “canceling” Shapr.co is more about discontinuing active engagement and informing your dedicated contact, rather than navigating a recurring billing cancellation process.

How to Cancel Shapr.co Free Trial

The Shapr.co website’s homepage text does not explicitly mention a “free trial” in the traditional sense, where a user signs up for a limited period before a paid subscription kicks in. Instead, the language suggests that the platform offers free and unlimited access to its features for recruiters from the outset. Kidekadostore.com Review

Understanding Shapr.co’s “Free Access” Model

The key phrase on the homepage is “Accès libre à la plateforme, usage illimité des fonctionnalités” Free access to the platform, unlimited use of functionalities. This implies that there’s no initial time-limited trial that transitions into a paid subscription. Instead, the payment mechanism is entirely success-based: “Vous ne payez qu’en cas de recrutement réussi !” You only pay in case of successful recruitment!.

This means companies recruiters get to use the platform, browse profiles, and contact candidates without any upfront or recurring fees.

The only time a payment obligation arises is when a candidate sourced through Shapr.co is actually hired, at which point a commission of 16% of the annual gross fixed salary is due.

Implications for “Canceling a Free Trial”

Since there doesn’t appear to be a traditional “free trial” that needs to be canceled, the concept of “canceling a Shapr.co free trial” doesn’t directly apply.

If you are a company that has signed up and gained access, and you decide not to proceed with hiring through Shapr.co, you simply:

1. Stop Using the Platform: Because access is free, there are no ongoing charges to halt. You simply cease using the features e.g., no longer browsing profiles, sending messages, or posting job requirements.
2. Inform Your Account Manager Optional but Recommended: If you’ve been assigned an Account Manager AM and have had interactions with them, it would be a professional courtesy to inform them that you no longer have hiring needs or will not be proceeding with Shapr.co for your recruitment. This helps them manage their client relationships and avoids unnecessary follow-ups.

This model is quite favorable for companies, as it allows them to explore the platform and its candidate pool without any financial risk unless a successful hire is made.

It removes the pressure of having to “cancel” before a trial period ends to avoid unwanted charges, as there are no such charges for platform usage itself.

Shapr.co Pricing

Shapr.co operates with a transparent and straightforward pricing model that is entirely performance-based, meaning companies only incur costs upon a successful hire. This approach is a significant selling point, especially when contrasted with traditional recruitment agencies that often charge upfront retainers or high engagement fees regardless of the outcome.

The Success-Based Commission Model

The core of Shapr.co’s pricing is articulated clearly on their homepage: “Vous ne payez qu’en cas de recrutement réussi !” You only pay in case of successful recruitment!. This statement immediately sets expectations regarding their payment structure.

The specific commission rate is stated as: Dubaitourservices.com Review

• 16% de commission sur le salaire fixe brut annuel 16% commission on the gross annual fixed salary.

This means if you hire a candidate through Shapr.co who has an annual gross fixed salary of €50,000, the commission payable to Shapr.co would be €8,000 16% of €50,000.

Comparison to Traditional Recruitment Agencies

Shapr.co explicitly positions its pricing as more competitive than traditional recruitment firms: “2x moins cher qu’un cabinet” 2x less expensive than a cabinet.

Traditional recruitment agencies typically charge commissions ranging from 15% to 30% or even higher for executive searches of a candidate’s first-year salary.

Many also charge a percentage of the total compensation package including bonuses and benefits, or an upfront retainer.

By offering a 16% commission solely on the fixed annual salary, Shapr.co aims to be a more cost-effective option for startups and scale-ups, particularly for the Sales & Marketing roles they specialize in.

What’s Included for Free Access?

The platform emphasizes “Accès libre à la plateforme, usage illimité des fonctionnalités” Free access to the platform, unlimited use of functionalities. This implies that companies can:

• Browse candidate profiles.
• Use search filters to refine their search.
• Contact candidates directly via the integrated messaging system.
• Receive support from an Account Manager AM – as suggested by testimonials.

All these services are available without any upfront fee or recurring subscription charge.

The payment only becomes due when a candidate sourced via Shapr.co accepts an offer and is hired.

Payment Process After a Hire

The “Comment ça marche ?” How it works? section outlines the steps, including the payment process:

1. Contact Your Account Manager: Once a candidate accepts an offer, you are instructed to “Prévenez votre Account Manager pour qu’on puisse vous préparer la facture” Inform your Account Manager so we can prepare your invoice.
2. Invoice Preparation: Shapr.co then prepares the invoice based on the agreed-upon commission rate and the candidate’s salary.

This clear, success-based pricing model aims to be transparent and aligns with the typical budget constraints and risk aversion often found in growing startups and scale-ups. Suitehomechicago.com Review

It ensures that the investment in recruitment through Shapr.co is directly tied to a tangible outcome: a successful new hire.

Shapr.co vs. Traditional Job Boards

When a company, particularly a startup or scale-up, is looking to hire Sales & Marketing talent, they face a choice between various recruitment avenues.

Shapr.co, with its specialized model, stands in contrast to broad traditional job boards like Indeed or general professional networks like LinkedIn.

Understanding these differences is key to determining which platform best suits specific hiring needs.

Candidate Sourcing & Quality

• Shapr.co: Emphasizes “pré-qualifiés par notre équipe” pre-qualified by our team. This means Shapr.co undertakes an initial screening process, theoretically presenting companies with a more refined and relevant pool of candidates. The goal is to reduce the time and effort companies spend sifting through unsuitable applications. The focus is on quality over raw volume.
• Traditional Job Boards e.g., Indeed: Operate primarily as aggregators or direct posting sites. They provide immense volume, allowing companies to reach a very wide audience. However, the onus of screening and qualifying candidates largely falls on the hiring company. This often results in a high number of applications, many of which may not meet the specific criteria, leading to a time-consuming review process.

Specialization vs. Generalization

• Shapr.co: Highly specialized in Sales & Marketing roles and specifically targets startups and scale-ups. This niche focus allows Shapr.co to develop deep expertise in these areas, potentially understanding the nuances of these roles and the talent pool better.
• Traditional Job Boards: Generalist platforms that cater to all industries and job functions, from entry-level to executive roles. While their broad reach is an advantage for diverse hiring needs, it means they lack the deep specialization that a platform like Shapr.co offers in a particular domain.

Cost Structure & Payment Model

• Shapr.co: Employs a success-based commission model 16% of annual gross fixed salary, with no upfront fees for platform access. Companies only pay if a hire is successfully made from a Shapr.co-sourced candidate. This “no hire, no fee” approach significantly de-risks the recruitment process for employers.
• Traditional Job Boards: Often operate on a posting fee or subscription model for employers. While some offer free basic postings, advanced features, better visibility sponsored jobs, or access to resume databases usually come with a cost. This means companies pay whether they find a suitable candidate or not. LinkedIn Recruiter, for instance, requires a paid subscription for its full sourcing capabilities.

Time to Hire

• Shapr.co: Claims to help fill positions in “moins de 30 jours” less than 30 days. The pre-qualification and integrated messaging aim to accelerate the process by providing ready-to-interview candidates and streamlining communication.
• Traditional Job Boards: Time to hire can vary widely. While job boards can generate quick initial interest, the subsequent screening, interviewing, and offer stages can be prolonged due to the volume of applications and the lack of pre-qualification. Manual sourcing on LinkedIn can also be “ultra chronophage” ultra time-consuming, as highlighted by Shapr.co.

Level of Support

• Shapr.co: Offers personalized support through dedicated Account Managers AMs, as evidenced by testimonials. This human element can provide guidance, assist with candidate targeting, and facilitate the process.
• Traditional Job Boards: Generally provide self-service tools. While they may have customer support for technical issues, they typically do not offer personalized recruitment advisory or hands-on assistance in candidate sourcing and management beyond the platform’s automated features.

In summary, Shapr.co is positioned as a specialized, outcome-oriented recruitment partner for specific hiring needs, offering a more curated experience with a success-based fee.

Traditional job boards, conversely, provide broad reach and volume, requiring more internal resources for screening and management, with a more varied cost structure.

The choice depends on whether a company prioritizes specialized, pre-vetted talent with dedicated support and a performance-based fee, or broad reach and volume with more self-management.

Shapr.co vs. Recruitment Agencies

While both aim to connect employers with talent, their methodologies, cost structures, and levels of service differ significantly.

Shapr.co explicitly positions itself as a more cost-effective alternative to “un cabinet de recrutement” a recruitment agency.

Methodology and Candidate Sourcing

• Shapr.co: Focuses on building and leveraging a pool of pre-qualified Sales & Marketing talent. Their team actively screens candidates to ensure they meet certain criteria before being presented on the platform. The emphasis is on providing access to this curated pool, which companies can then independently explore and engage with using the platform’s tools.
• Recruitment Agencies: Typically engage in active headhunting or contingent search. They often proactively identify, approach, and vet candidates based on specific job mandates. Agencies spend considerable time sourcing passive candidates those not actively looking for jobs, conducting in-depth interviews, and performing reference checks. They often present a highly refined shortlist to the client.

Specialization

• Shapr.co: Specializes in Sales & Marketing roles specifically for startups and scale-ups. This narrow focus allows them to deeply understand the needs of this niche and potentially have a better grasp of the relevant talent pool.
• Recruitment Agencies: Can be generalist or highly specialized e.g., IT recruitment, executive search, healthcare. A specialized agency might offer deep industry knowledge similar to Shapr.co but for a broader range of roles within their niche. Generalist agencies might handle a wider variety of positions across different industries.

Cost Structure

• Shapr.co: Uses a success-based commission of 16% of the candidate’s gross annual fixed salary, payable only upon a successful hire. This model minimizes financial risk for the hiring company. Grathor.com Review

• Recruitment Agencies: Costs vary widely. Contingent agencies typically charge between 15% to 30% or more of the first-year salary, often including bonuses and benefits, payable upon a successful hire. Retained search firms, usually for executive or highly specialized roles, often charge a portion of their fee upfront, regardless of whether a hire is made. Shapr.co’s claim of being “2x moins cher qu’un cabinet” is plausible compared to the higher end of agency fees.

• Shapr.co: Aims for quick turnarounds, promising to fill roles in “moins de 30 jours” less than 30 days, leveraging their pre-qualified pool and streamlined platform.

• Recruitment Agencies: Time to hire can vary. While they can be efficient in finding passive candidates, the full search and vetting process for a specialized role can take several weeks to a few months, depending on the complexity of the role and market conditions. However, for difficult-to-fill roles, agencies often succeed where direct efforts fail.

Level of Engagement and Support

• Shapr.co: Provides platform access, a pre-qualified candidate pool, integrated messaging, and the support of an Account Manager. The company largely manages the interview process and direct engagement with candidates.

• Recruitment Agencies: Offer a much more hands-on, comprehensive service. This includes:

  • Detailed job briefing and profile definition.
  • Proactive candidate sourcing and headhunting.
  • In-depth candidate screening, interviewing, and reference checks.
  • Presentation of a highly curated shortlist.
  • Scheduling interviews.
  • Offer management and negotiation.
  • Post-hire follow-up.

  They act as an extension of the client’s HR team.

In essence, Shapr.co offers a self-service model with a pre-vetted talent pool and a competitive success-based fee, best suited for companies willing to manage the interview process themselves but wanting a curated list of initial candidates.

Traditional recruitment agencies provide a full-service, hands-on approach, often at a higher cost, ideal for companies seeking a comprehensive, end-to-end recruitment solution, especially for hard-to-fill or executive positions, or when internal resources are limited.

FAQ

How much does Shapr.co cost for recruiters?

Shapr.co operates on a success-based model for recruiters.

You only pay if you successfully hire a candidate sourced through their platform. Just-mobile.com Review

The cost is a commission of 16% on the candidate’s gross annual fixed salary.

Is Shapr.co free to access?

Yes, Shapr.co offers free access to its platform and unlimited use of its functionalities for recruiters.

You can browse profiles and contact candidates without any upfront or recurring fees.

What kind of jobs can I find or post on Shapr.co?

Shapr.co specializes in Sales & Marketing roles.

It caters specifically to startups and scale-ups looking to hire talent in these domains, and for individuals seeking such positions within these types of companies.

How quickly can Shapr.co help me fill a position?

Shapr.co claims to help companies fill positions in less than 30 days.

This is attributed to their focus on pre-qualified candidates and a streamlined recruitment process.

Are the candidates on Shapr.co pre-qualified?

Yes, Shapr.co states that all candidates on their platform are carefully pre-qualified by their internal team.

This aims to ensure a higher quality and relevance of profiles for recruiters.

How does Shapr.co compare to LinkedIn for recruitment?

Shapr.co is a niche platform focused on pre-qualified Sales & Marketing talent for startups, with a success-based fee. Dash.socialearn.co Review

LinkedIn is a broad professional network with a massive database for all industries and roles, often requiring more active sourcing and having subscription-based recruiter tools.

Can I communicate with candidates directly on Shapr.co?

Yes, Shapr.co features an integrated messaging system that allows recruiters to contact candidates directly within the platform.

What if I’ve already received a candidate’s application through another channel?

According to Shapr.co’s FAQ, if you had already received a candidate’s application through another channel before they were introduced by Shapr.co, you will not be invoiced for their hire.

What happens if a candidate doesn’t respond after 48 hours?

Shapr.co advises you to inform your Account Manager if a candidate you contacted has not responded within 48 hours.

Does Shapr.co offer support from an Account Manager?

Yes, based on testimonials and the FAQ, Shapr.co provides personalized support from an Account Manager who can assist with your recruitment needs and process.

How are candidates sourced by Shapr.co?

The website mentions that Shapr.co’s team carefully pre-qualifies candidates, implying an active sourcing and vetting process before profiles are added to the platform.

Is Shapr.co suitable for hiring remote positions?

Yes, Shapr.co’s FAQ indicates that you can use filters on the platform to access candidates who are open to remote work.

What information is available about candidates on Shapr.co?

Beyond their experience, Shapr.co provides information on candidates’ criteria and desires, aiming to give recruiters a better idea of the talent’s working style and fit with team mindset.

How do I get access to candidate profiles on Shapr.co?

If you have an account, you can log in. If not, you need to fill out a registration form.

Your profile will typically be validated quickly up to 48 hours on weekends to grant access. Polarium.ltd Review

What happens if multiple companies are interested in the same candidate?

Shapr.co states that like any recruitment process, a candidate may be in multiple processes simultaneously.

The final choice will be based on the best match during interviews.

How often are profiles on Shapr.co updated or removed?

Shapr.co states that profiles are updated regularly, and if a profile is live, it generally means the candidate is still open to opportunities.

Is Shapr.co only for companies based in Paris?

No, while the website is in French and some questions imply a Parisian focus, Shapr.co notes that you can use filters to find candidates in your city or those open to remote work, indicating broader geographic applicability.

How does Shapr.co ensure quality of candidates?

Shapr.co ensures quality by having its team carefully pre-qualify all candidates before they are made available on the platform, and by focusing specifically on Sales & Marketing roles.

Is there a free trial for job seekers on Shapr.co?

The homepage text primarily addresses recruiters.

For job seekers, there’s a link “Je trouve un job” which likely leads to a registration or application process, implying it’s free for job seekers to find opportunities.

What is the typical timeframe for a company’s profile to be validated for access?

Your company’s profile is typically validated in less than 5 minutes, though it can take up to 48 hours if it’s during a weekend.

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