Starting a company is often described as wearing many hats and needing to do many jobs well. Below, you can see the many hats I wore, from design to product to marketing to sales to pitching investors and more. Everything you see on this page is something I personally came up with, designed, built, coded or completed.
Varsidee is a software that lets employers evaluate candidates without a resume. Instead, employers can use Varsidee to create a job "Tryout."
We used these (homemade) videos to explain the product. The production values aren't that high, but it tells the story we wanted to tell about the value proposition of Varsidee
This video was the original product trailer
This was the original investor presentation
This is how I explained Varsidee to customers
Recommendations for My Work
What People Are Saying
Why Call it Varsidee?
Varsidee is a clever misspelling of the word “varsity”—a term used to identify the starting team in a sport at a high school, college or university. In order to become a member of the varsity team, athletes are required to try out. Those who prove themselves to be the most talented and capable during tryouts are ultimately selected for the team by the coach.
While our company doesn’t have anything to do with sports per se, we thought the backdrop of athletic competition offered the purest example of what we believe ought to be true about hiring: That a candidate should be considered for a job not based on credentials but based on merit. More than any other activity, sports represents a basis for selecting team members that truly is based on capability and performance. Coaches don’t tend to care much about credentials, resumes, or past experience, and they generally aren’t biased or prejudicial either. Most coaches adhere to the thinking that “if you can play, you can play,” and smart coaches know that they can find talented people anywhere, if only they give those people a chance to demonstrate how talented they are.
While many people readily agree with that idea of meritocracy in hiring from an intellectual point of view, the reality is that few companies do much to practice it. Too often, “meritocracy” is simply a buzzword that gets thrown around, rather than a foundation of their hiring ethos and practices.
The reason this company exists is to change that, and we thought one of the best ways to keep this idea in front of our users and ourselves is to make it the name of the company. So there you have it.
My hope is you’ll come to see this name and what it stands for in the same light that we do. It’s not just a catchy idea to us. It’s not just a Silicon Valley cliche. It’s something deeply personal and heartfelt. It’s something that matters. It’s something we believe in our bones. It’s something that defines the very ethos of our team and the product we’re building: That a person’s capability is more important than their credentials.
So, I suppose it’s only fitting that this idea we hold so dear is perhaps best understood through the lens of a sports metaphor: our goal is not that everyone who wants to gets to hit a home run. Our goal is that everyone gets an at-bat. What they do with that at-bat is up to them. That they get an at-bat is up to us.