There is no doubt that the working world is changing. Flexibility is becoming the norm where it was once the exception and where employees once received cents on the dollar compared to the value of their work, they are now getting into positions that allow them to earn most of what they create. At the same time, the half-life of qualifications and skills is diminishing making life-long rapid development essential for knowledge workers. While this evolution is obvious, it is not yet ubiquitous throughout all qualification levels and seniorities.
In general, low qualification low seniority gigs rather than rewarding careers have been the front-runners. Represented by companies such as Uber, Mechanical Turk, or Upwork this combination has been extremely successful, generating billions in revenue while contributing to a profound shift of the working world. While the trend has also begun to become apparent in high qualification jobs in recent years, relevant companies such as CoMatch, Toptal, or Gun.io are almost exclusively focused on seniors. The prevailing theory is that talents must first develop their qualifications through years of inflexible comparatively underpaid labor in “traditional” work arrangements before being ready for novel work environments.
We believe that this theory is outdated; excellent juniors can add significant value that companies would be willing to pay for, without an onboarding period, the two sides must only be brought together in the right manner. Our mission is thus to connect the two, creating on-demand matches that both sides will enable profit enormously. Companies will benefit from pinpoint access to curated juniors that provide currently missing skills and capacities. On the other hand, flexible work arrangements will allow juniors to develop at a much more rapid pace than traditional jobs while better suiting their desired lifestyles.
We are beginning where we see the alignment between the demand and supply sides to be greatest. On the demand side, SME management consultancies are characterized by a fluctuating project-driven demand for talents with specific skills that they can-not adequately fill in traditional labor markets. The supply side consists of top university students with diverse experiences that are ready for far more than internships, but only have time for project-based commitments. The Students are carefully pre-selected, before connecting them to consulting projects through machine learning enabled matching process aimed at constantly enhancing its matching quality to minimize both the involved time and costs. After finding our way in this initial avenue, we will expand to move towards our goal of facilitating flexible work throughout the entire junior professional space and making all sides better off.
Reaching this goal is a personal affair for the both of us. Luca Lallopizzi (27), interned in various Italian professional service SMEs, where he saw companies struggle to staff their projects with junior talent. This experience stood in stark contrast to the meaningful results he had helped create for companies in German university student projects just as few months earlier. Soon, the belief that Italian students could easily solve SMEs’ problems if the two sides were connected materialized. At the same time, his partner Max Willert (26) actively worked on a business model in the same vertical and came to realize a need in the market. As he scaled a German digital student consultancy to 60k in monthly sales, he found SME consultancies to have an enormous fluctuating need for juniors that could complete critical aspects of their projects.
Together, as CoStaff, we are ready to develop both junior professional careers and your business!
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