Here are two new business ideas inspired by a benchmarked SaaS model.
We hope these ideas help you build a more compelling and competitive SaaS business model.
- Benchmark Report: Unbiased Recruitment Platform for Fair Hiring
- Homepage: https://www.beapplied.com
- Analysis Summary: Applied offers a data-driven recruitment platform that removes bias from hiring processes, helping organizations make fair decisions based on skills and potential rather than backgrounds.
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New Service Idea: DEImetrics / SkillsMatch.ai
Derived from benchmarking insights and reimagined as two distinct SaaS opportunities.
1st idea : DEImetrics
AI-powered diversity analytics platform that transforms organizational diversity data into actionable insights
Overview
DEImetrics is a comprehensive diversity analytics platform that helps organizations measure, benchmark, and improve their diversity, equity, and inclusion initiatives. Building on Applied’s expertise in removing bias from hiring processes, DEImetrics expands the focus to assess and optimize DEI across the entire employee lifecycle. The platform collects and analyzes workforce data, employee sentiment, and organizational policies to generate actionable insights and recommendations. Organizations gain access to industry benchmarks, custom DEI scorecards, and AI-powered improvement strategies that drive meaningful change. With increasing regulatory pressure and stakeholder expectations around DEI transparency, DEImetrics provides the tools needed to transform good intentions into measurable progress.
- Problem:Organizations struggle to effectively measure, benchmark, and improve their DEI initiatives due to lack of standardized assessment tools and actionable metrics.
- Solution:DEImetrics provides comprehensive diversity analytics, benchmarking, and recommendation tools that transform organizational data into actionable DEI strategies.
- Differentiation:Unlike traditional DEI consulting or basic survey tools, DEImetrics offers continuous assessment, industry benchmarking, AI-driven recommendations, and integration with existing HR systems.
- Customer:
Medium to large organizations across industries committed to improving diversity and inclusion, particularly those in competitive talent markets. - Business Model:Subscription-based SaaS model with tiered pricing based on organization size, plus premium features for advanced analytics and consulting services.
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Who is the target customer?
▶ HR and DEI leaders at mid-to-large sized companies (500+ employees) who need data-driven tools to measure and improve diversity initiatives
▶ Forward-thinking organizations in competitive talent markets (tech, finance, consulting, healthcare) where diversity is a strategic advantage
▶ Companies with international presence facing complex diversity challenges across different cultural contexts
▶ Organizations subject to increasing diversity reporting requirements or facing investor/stakeholder pressure for DEI transparency
▶ Forward-thinking organizations in competitive talent markets (tech, finance, consulting, healthcare) where diversity is a strategic advantage
▶ Companies with international presence facing complex diversity challenges across different cultural contexts
▶ Organizations subject to increasing diversity reporting requirements or facing investor/stakeholder pressure for DEI transparency
What is the core value proposition?
Organizations today face mounting pressure to improve diversity and inclusion, but most lack the tools to effectively measure progress or identify specific areas for improvement. Traditional DEI approaches rely on sporadic surveys or external consultants that provide limited, point-in-time insights at high costs. DEImetrics transforms this approach by providing continuous, data-driven DEI assessment across the entire employee lifecycle. By securely analyzing existing HR data, conducting smart pulse surveys, and evaluating policies and practices, the platform creates a comprehensive DEI scorecard with specific metrics and benchmarks. Organizations can see exactly where they stand, how they compare to industry peers, and most importantly, what specific actions will drive meaningful improvement. This shifts DEI from aspirational statements to measurable outcomes with clear ROI, helping organizations create truly inclusive environments while meeting growing regulatory and stakeholder expectations for transparency.
How does the business model work?
• Core Subscription: Monthly/annual SaaS subscription with tiered pricing based on organization size, starting at $1,000/month for businesses with 500 employees. Includes data collection tools, basic dashboard, and quarterly insights reports.
• Premium Analytics: Additional $500-2,000/month for advanced features including AI-powered recommendations, custom benchmarking against specific industry peers, predictive analytics, and integration with existing HR systems.
• Enterprise Solutions: Custom pricing for large enterprises needing dedicated support, expanded features, or multi-country implementation, typically ranging from $50,000-250,000 annually.
• Implementation Services: One-time setup fees ($5,000-25,000) for data integration, customization, and training sessions.
• Premium Analytics: Additional $500-2,000/month for advanced features including AI-powered recommendations, custom benchmarking against specific industry peers, predictive analytics, and integration with existing HR systems.
• Enterprise Solutions: Custom pricing for large enterprises needing dedicated support, expanded features, or multi-country implementation, typically ranging from $50,000-250,000 annually.
• Implementation Services: One-time setup fees ($5,000-25,000) for data integration, customization, and training sessions.
What makes this idea different?
Unlike traditional DEI consultants who provide expensive, one-time assessments, DEImetrics offers continuous measurement and improvement at a fraction of the cost. While basic survey tools like SurveyMonkey collect feedback without context, DEImetrics integrates multiple data sources (HR systems, surveys, policies) into a cohesive picture with benchmarking capabilities. The platform’s AI-driven recommendation engine transforms raw data into specific, prioritized action plans tailored to each organization’s unique challenges. DEImetrics also goes beyond recruitment (where Applied focuses) to analyze the entire employee lifecycle, identifying where diversity gaps emerge in promotion, retention, and leadership development. Finally, the system’s predictive analytics can model the impact of specific interventions before implementation, allowing companies to allocate DEI resources more effectively. This comprehensive approach creates a virtuous cycle where measurement drives action, action drives improvement, and improvement drives competitive advantage.
How can the business be implemented?
- Platform Development (6 months): Build core analytics engine, secure data integration capabilities, dashboard interface, and initial benchmarking database.
- Expert Partnership (3-4 months): Collaborate with DEI experts and industry associations to develop comprehensive assessment frameworks and best practice recommendations.
- Beta Testing (3 months): Work with 8-10 diverse organizations to refine platform, build initial benchmarking data, and create case studies.
- Market Launch (2 months): Develop go-to-market strategy targeting HR leaders through industry publications, conferences, and digital marketing campaigns.
- Scaling (12+ months): Expand features based on customer feedback, grow benchmark database, develop AI recommendation capabilities, and pursue strategic partnerships with HR system providers.
What are the potential challenges?
• Data Privacy Concerns: Organizations may be hesitant to share sensitive diversity data. Mitigation includes robust security protocols, anonymization technologies, and transparent data handling policies that comply with GDPR, CCPA, and other regulations.
• Proving ROI for DEI Initiatives: Companies may struggle to connect DEI metrics to business outcomes. Solution includes building case studies demonstrating correlation between improved DEI metrics and business performance indicators like retention, innovation, and market growth.
• Technical Integration Complexity: Organizations use diverse HR systems with varying data structures. Address through developing flexible API connections, offering professional services for complex integrations, and creating manual data upload options for organizations with limited technical capabilities.
• Proving ROI for DEI Initiatives: Companies may struggle to connect DEI metrics to business outcomes. Solution includes building case studies demonstrating correlation between improved DEI metrics and business performance indicators like retention, innovation, and market growth.
• Technical Integration Complexity: Organizations use diverse HR systems with varying data structures. Address through developing flexible API connections, offering professional services for complex integrations, and creating manual data upload options for organizations with limited technical capabilities.
2nd idea : SkillsMatch.ai
AI-powered educational credentialing platform that translates non-traditional learning into recognized workplace skills
Overview
SkillsMatch.ai bridges the gap between non-traditional education and employment opportunities by creating a new skills credentialing system. The platform helps individuals with alternative learning paths (self-taught programmers, bootcamp graduates, career changers, etc.) translate their diverse experiences into standardized skill credentials that employers can trust. For job seekers, SkillsMatch.ai evaluates learning evidence through AI assessment tools, portfolio analysis, and targeted micro-assessments to create comprehensive skill profiles. For employers, the platform provides access to verified talent with demonstrable abilities rather than just academic credentials, expanding candidate pools while maintaining quality standards. By separating skills from degrees, SkillsMatch.ai creates more equitable pathways to employment while helping organizations find overlooked talent in an increasingly competitive market.
- Problem:Qualified candidates from non-traditional educational backgrounds are systematically excluded from hiring consideration due to credential-based screening that fails to accurately assess actual skills and potential.
- Solution:SkillsMatch.ai uses AI to translate diverse learning experiences (self-taught, bootcamps, work experience, etc.) into standardized, verified skill credentials that employers can trust and evaluate.
- Differentiation:Unlike traditional resume screening or basic skills assessments, SkillsMatch.ai creates comprehensive skill profiles through proprietary algorithms that translate diverse learning paths into the specific capabilities needed for job success.
- Customer:
Job seekers with non-traditional backgrounds and forward-thinking employers who want to expand talent pools beyond degree-based requirements. - Business Model:Dual revenue streams from job seekers paying for skill verification/certification and employers subscribing to access verified talent profiles and matching services.
Who is the target customer?
▶ Non-traditional learners: Self-taught professionals, bootcamp graduates, career changers, and those with practical experience but limited formal credentials looking to validate their skills
▶ Forward-thinking employers: Companies embracing skills-based hiring to access wider talent pools, particularly in fields facing talent shortages like technology, data science, and digital marketing
▶ Educational providers: Bootcamps, online course platforms, and alternative education providers seeking to enhance the value of their programs through verified skill credentials
▶ Career transition services: Organizations working with populations seeking new employment pathways, including veterans, returning workers, and displaced professionals
▶ Forward-thinking employers: Companies embracing skills-based hiring to access wider talent pools, particularly in fields facing talent shortages like technology, data science, and digital marketing
▶ Educational providers: Bootcamps, online course platforms, and alternative education providers seeking to enhance the value of their programs through verified skill credentials
▶ Career transition services: Organizations working with populations seeking new employment pathways, including veterans, returning workers, and displaced professionals
What is the core value proposition?
The current hiring system creates an artificial barrier between qualified candidates and opportunities by over-relying on formal credentials that often fail to reflect actual abilities. Millions of talented individuals acquire valuable skills through non-traditional paths—self-teaching, bootcamps, on-the-job learning, military service—yet struggle to have these skills recognized in hiring processes. This perpetuates inequality while forcing employers to miss talented candidates during talent shortages. SkillsMatch.ai solves this problem by creating a trusted skills verification system that translates any learning path into standardized skill credentials employers can understand and trust. Job seekers can submit various forms of evidence—code repositories, project portfolios, certification badges, or take micro-assessments—to verify specific skills. The platform’s proprietary AI then creates comprehensive skill profiles that match to job requirements without the degree-filter barrier. This opens opportunities for individuals while helping employers identify qualified candidates they would otherwise miss, creating a more meritocratic and efficient job market.
How does the business model work?
• Job Seeker Services: Tiered subscription model for skill assessment and credential building. Basic tier ($9.99/month) includes skills assessment and basic profile. Premium tier ($19.99/month) adds unlimited skill verifications, priority matching to employers, and advanced profile customization.
• Employer Subscription: Monthly subscription based on hiring volume, ranging from $499/month for small businesses to $4,999/month for enterprise users. Includes access to verified candidate pool, custom matching algorithms, and integration with ATS systems.
• Education Provider Partnerships: Revenue-sharing model with bootcamps and course providers who offer SkillsMatch verification as part of their programs, with partners receiving 15-25% of subscription revenue from their graduates.
• Enterprise Implementation: Custom solutions for large employers adopting skills-based hiring across their organization, including API access, custom assessment development, and internal skills mapping services.
• Employer Subscription: Monthly subscription based on hiring volume, ranging from $499/month for small businesses to $4,999/month for enterprise users. Includes access to verified candidate pool, custom matching algorithms, and integration with ATS systems.
• Education Provider Partnerships: Revenue-sharing model with bootcamps and course providers who offer SkillsMatch verification as part of their programs, with partners receiving 15-25% of subscription revenue from their graduates.
• Enterprise Implementation: Custom solutions for large employers adopting skills-based hiring across their organization, including API access, custom assessment development, and internal skills mapping services.
What makes this idea different?
Unlike traditional job platforms that simply list credentials, SkillsMatch.ai creates a new credentialing system based on verified abilities rather than educational pedigree. Competing skills assessment tools typically focus only on technical skills through standardized tests, while SkillsMatch.ai evaluates holistic capabilities through multiple evidence types. The platform’s proprietary AI can analyze diverse inputs—from GitHub repositories to project case studies to micro-assessments—creating a more nuanced picture of a candidate’s true capabilities. This approach also differentiates from resume-screening AIs that typically reinforce existing biases by training on historical hiring data. Instead, SkillsMatch.ai focuses purely on demonstrated abilities through blind assessment methods. The platform creates a two-sided marketplace where both employers and candidates benefit: job seekers gain recognition for their actual abilities, while companies discover overlooked talent. This reciprocal value proposition creates network effects that strengthen as more users join, building a new ecosystem for skills-based hiring.
How can the business be implemented?
- Core Platform Development (6-8 months): Build AI assessment engine, skill taxonomy database, and basic user interfaces for candidates and employers.
- Initial Skill Framework (3-4 months): Create comprehensive skill taxonomies for initial target fields (software development, data science, digital marketing) with industry expert input.
- Beta Testing (4 months): Partner with 3-5 educational providers and 5-10 hiring companies to test platform, refine algorithms, and establish initial success metrics.
- Limited Market Launch (3 months): Focus on 2-3 specific professional fields with high demand and significant non-traditional learning paths, creating case studies and testimonials.
- Expansion Strategy (ongoing): Systematically add new skill domains, increase assessment methods, and expand employer network while refining matching algorithms based on placement success data.
What are the potential challenges?
• Employer Adoption Barriers: Many companies have entrenched degree requirements and traditional hiring practices. Mitigation strategy includes creating case studies demonstrating superior outcomes, offering low-risk pilot programs, and focusing initially on industries facing acute talent shortages.
• Assessment Quality and Fraud Prevention: Ensuring skill verification remains rigorous and preventing fraudulent credentials. Approach includes multi-method verification, ongoing assessment refinement, and implementing secure identity verification protocols.
• Scaling Across Diverse Fields: Creating accurate skill taxonomies and assessment methods for widely varying professional domains. Solution involves a phased approach starting with technical fields having more objective skill measures, then gradually expanding to other domains through partnerships with industry experts and professional associations.
• Assessment Quality and Fraud Prevention: Ensuring skill verification remains rigorous and preventing fraudulent credentials. Approach includes multi-method verification, ongoing assessment refinement, and implementing secure identity verification protocols.
• Scaling Across Diverse Fields: Creating accurate skill taxonomies and assessment methods for widely varying professional domains. Solution involves a phased approach starting with technical fields having more objective skill measures, then gradually expanding to other domains through partnerships with industry experts and professional associations.
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