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Loop Support

Loop Support

Y Combinator LogoW17
Active
saas
b2b
recruiting
San Francisco
 
https://www.loopsupport.com/

Predict job applicant performance for entry-level support roles

We build pre-employment assessments that accurately simulate the work your applicants will actually be doing on-the-job.

Loop Support
Founded:2016
Team Size:7
Location:San Francisco
Group Partner:Dalton Caldwell
 
Founders
Dean Yim
Dean Yim
CEO
 
Paul Gut
Paul Gut
CTO
 

Company Launches

🛫 Loop — flight simulator (for customer support 🧑‍💻)

Hey YC!

tl;dr Using a work sample, we automatically measure whether someone’s likely to succeed in an entry-level support role.

Why?

In our last company, Paul & I manually read ~25,000 job applications, specifically for entry-level ops and sales roles. (For example: customer support, real estate ISAs, “pre-sales” support, data, entry, taxi dispatchers, receptionists)

We learned a lot, but eventually Paul said he felt “default dead inside” after reading 300 resumes in a row. So we decided to build tools to scale ourselves up.

The problem

  1. Reading resumes is time-consuming. Also, for entry-level jobs, resumes don’t tell you very much.
  2. Wasting time interviewing candidates who clearly can’t do the job (i.e. the ops equivalent of fizz buzz)
  3. Hiring candidates who interview well, but don’t do the actual work very well

Our solution

We built a 30-minute interactive work sample that you can give to all of your job applicants.

If you’re like our early users, “ops hiring” is currently being run by a very high-leverage leader. That’s awesome — because you’ll have a high bar — but it’s also extremely expensive.

With Loop, you can raise that bar even higher, while saving 20+ hours of work (reading resumes, reading applications, conducting interviews) per hire.

We recommend benchmarking Loop with your top employees. Then, you can use our platform to identify job applicants with similar skills 🙂

In building this for our own company, we learned a couple unexpected things:

  1. Great candidates don’t necessarily have relevant experience. Top performers come from an incredibly wide range of backgrounds. Our very best agent used to edit a niche industry newsletter.
  2. We increased our interview-to-hire rate from 18% to 48%. As a direct result, we became happier people, less cynical and Malthusian. It’s a joke, but it’s also real.

OK, I’m interested in being a happier person

Great! Sign up here and use the code LAUNCHYC for a 49% discount off your first month.

Curious how you’d do on the assessment yourself? Give it a spin here, and we’ll let you know how you compare to the average applicant :)