I feel it doesn't really hurt the candidate in my mind to use a service like this—provided I also get a very personalized email / cover letter.<p>The execution here really looks pretty good. However, as a business, I have two concerns:<p>1. I am generally wary of "life event businesses": things like job searching, weddings, etc. Why? Because the already hard prospect of customer acquisition is now even harder: Not only do you have to reach your target market, you have to catch them right at the point of need. It's a rapidly closing window. I think you'll hear a lot of: "Looks great, I'll take a further look when I start to think about changing jobs".<p>2. All the money to be made in the jobs industry is paid by the employers. I think you might be trying to target the wrong party. It's really tough to find good candidates, and employers are ready and willing to pay $1,000 to recruiting firms for the right candidate. Plus, larger companies are almost ALWAYS hiring, so there's no "event window" like described above. I'm not sure what your revenue model is, but I'd certainly look to be earning revenue from the employers and keep the service free to the job seekers.
Maybe my mindset is too far from the startup scene to understand the appeal, but personally I would not be impressed by an applicant who uses a resume-as-a-service system. At least not any more than I would someone who copy-pastes a resume from about.com or something similar.
That's a interesting hiring aproach trade-off.<p>Would a hiring company prefer to receive a personalized aproach by the candidate? It shows that the candidate is particularly interested in working on that company and took some time and effort to apply. But also may signal that the candidate is only saying what he thinks the company wants to hear, faking himself as a cultural match and etc.<p>Or would a company prefer to receive an honest, idiosyncratic, but standard candidate resume? It shows more about the candidate, his profile, culture, personality. It looks more honest and straight forward. But also may signal that the candidate is sending the same stuff for dozens of other companies, including some that he just don't care if he is not hired. So he may not really want or care enough to work on that company.<p>I would guess that nowadays recruiters care more about a resume personalized to them, even if it is telling some white lies or half-truths.
I like the site (agree that it looks more Resume aaS versus Cover Letter aaS).<p>Could you elaborate more on the multiple narratives? If I have a long and sordid job history with multiple industries, am I picking only specific companies/positions that I worked with in my application, or am I picking bullet points within the company? I'm slightly confused why Tom Webb would be an iOS developer, Lead Front end, and Customer Service Manager. Maybe iOS, front end, and something else programming related would better illustrate the example. The example job application doesn't change going between Tom Webb and Tina Zuick to really drive this home.<p>If I have multiple narratives, do they each have unique URLs?
You absolutely positively need to switch from a rounded font you are using (Bariol) to something less cute and cuddly. It has no place on <i>any</i> resume, leave alone a technical one.
Do you not find massive pushback from employers who <i>require</i> that CVs be in Word format so that they can be uploaded to whatever applicant tracking system is being used?<p>And I think it's naive to think that startups aren't using ATS when there's lots of free or open source systems available.
As someone in the middle of a lot of hiring, I'd love to see applicants apply with Accredible narratives! (And if you want to send one my way - <a href="https://getclever.com/about/jobs" rel="nofollow">https://getclever.com/about/jobs</a>)
(Slightly offtopic -- but could you actually say a little about the accredible.com site itself for a moment? Was it constructed using Zurb's Foundation?)