# LD Talent

Human-AI Platform for Upskilling Diverse Global Tech Talent -> succeeded by wefunder.com/hailcube

## Elevator pitch
LD Talent is a future-of-work platform that has helped 100+ remote teams quickly find and manage diverse, vetted developers, AI / ML experts, designers, and more.

- Canonical URL: https://wefunder.com/ldtalentwork
- Entity ID: wefunder:company:127419
- Last updated: 2026-06-21T23:54:50Z
- Generated at: 2026-06-22T08:30:52Z

## Quick facts
- $660K+ gross sales since 2020, all while we were still students.
- Customers include Baidu and Infosys, as well as Y Combinator, 500 Global, and StartX companies.
- 85% Free Trial Conversion Rate, 100+ Clients, 500+ Vetted Talent, $24/hr Average Rate
- Institutional clients include Stanford, Yale, Northwestern, UW Madison, and ASU.
- Competitive Advantage: We not only vet but also produce experts by investing in lifelong learning.
- 30K+ hours worked using transparent “chat-based work sessions” where clients only pay if satisfied.
- Automated vetting of 30+ skills like responsiveness, code quality, creativity, and design patterns.
- Chatbots mediate a decentralized community, 80% Africans/Asians, all targeting global markets.

## Active fundraises
- wefunder:fundraise:75974: 4(a)(6) open (USD)

## Story
Why LD Talent? Because the world just hit 8 billion people and half are in Africa and South Asia.That means that half the world's geniuses are in Africa and South Asia.They have the potential to be engineers, designers, and creators. Instead of targeting their tiny local markets, those same minds could produce significant wealth if they would target global markets instead (US, Europe, East Asia).Our mission at LD Talent is to strengthen remote teams by helping them drop location constraints and include these qualified but overlooked talent from the majority world. In other words, diversity meets capitalism.And, our vision is to build a future of work around diversity and social impact, by incentivizing lifelong learning and democratizing expert engineering, design, and entrepreneurship.TractionWe are both a social impact company and a for-profit one: We achieved all this traction while still students. Now all 3 of us are full time and ready to grab this market.Note, by "earning talent", we mean talent who have earned money on our platform from clients.MarketIn fact, we believe our social impact angle will make us more profitable and help us seize a huge market opportunity.We calculated the market size by looking at companies hiring remote developers and designers, those who are open to hiring international talent, and those who are reachable with our current marking strategy. The growing popularity of doing startups, bootstrapping, pre-seed rounds, incubators, angel investing, etc. makes our market larger and larger every year. Remote work trends at larger companies also support our case.When it comes to remote work and distributed teams there are a number of problems that companies face. Particularly when it comes to tech talent. First of all, it’s hard to:find triple-threat remote talent who are skilled, in-budget, and reliableto evaluate talent as vetting is a big time and money commitmentto build trust and avoid attrition as you need transparency in remote distributed teams, and you need to coordinate across time zonesto hire diverse and agile talent who are experienced and able to pick up skills on the jobAnd yet, it is easy to miss creative potential especially with tech talent from “majority world” regions like South Asia and Africa.Competitive AdvantageThere are competitors in this space, but none are solving the chicken-and-egg problem: everyone wants the best talent, but none are focused on how they become the best, i.e. by learning.LD Talent is actually solving the chicken and egg problem in talent development. Thousands of new graduates from universities in South Asia and Africa every year. New graduates are a valuable and plentiful resource. Competitors are going after the scarce resource of experienced developers, missing this major market opportunity. Other differentiations:We are building a future of work that will instrument the entire software development process for continuous improvement.We are investing in talent's lifelong learning which will give us a supply side advantage. The 100+ lifelong learning projects on our blog are evidence.We are doing hyper-granular data-driven vetting described below.We are building a decentralized talent-friendly community peer review, mentorship, and innovation.We are doing a tech transfer from CS Education research into industry.We have introduced a novel pricing model that builds trust.This is a stable business in any economic climate. When capital is scarce, demand for affordable rates is high. When money is plentiful, demand for unbeatable quality is high. Our talent have both attributes, and hence we will succeed in both the short term and the long term.Check out the comparison table at the bottom of our pricing page for more information on how we differ from competitors.Go-to-market StrategyWe know our LTV and CAC. We have sourced customers and talent from the following marketing channels, which we plan to upgrade in the following ways:Incubator / VC Partnerships— this raise will help us secure more partnersUniversity Partnerships—grow from 20+ to 100+ talent partnersGuerrilla Marketing in Slack, Discord, and Google Groups—automating thisSEO—we are upgrading from 300 to 5000+ skill-related long-tail keywordsDoubling-up—optimize learning projects on our blog/youtube for SEOSocial Media Marketing and Ads—using Google Ads API with ChatGPTGoogle Analytics and Ad optimization—optimization to lower CACReferrals—widgets for clients to refer friends while approving work on LDDrip emails pitching talent to companies—NLP to customize/automateWeb Crawling Projects for MarketingZendesk/Slack Chatbots for supporting/marketing to returning customersSEO friendly blog content about talent, clients, press, partnerships, influencers, interview questions, app cost calculators, etc.Sophisticated talent filtration for clientsOther marketing-related statistics:Blog and site had 500K+ pageviews from 2018-2022Stored 40K+ potential clients/talent in our Hubspot CRM from 2018-2022Future of Work ChatbotsLD Talent's unique future of work affordances include meritocratic and transparent chat-based work sessions allow clients to only pay for work they are satisfied with.We strike a balance between fixed price and hourly. Talent have ability to explain their work process and time taken, but clients have power to approve or reject the work.These chat-based work sessions collect data and gain insights on talent by tracking their responsiveness and productivity to a granular level. Because he's gone through our system's automated vetting and training modules, Ivaan knows to provide the client Savannah a granular time estimate. This creates common understanding between them and lays out a clear timeline and budget for the project ahead.Our chatbots and chat analysis software also help with project management, consider all stakeholders, and instrument the entire software development process.Here in this interview for instance, we are tracking how responsive the engineer Shradha is and how committed the client Zack is. We keep track of how active talent are in our workspace, not only through interviews, but also across public channels where they can engage in lifelong learning, participate in peer discussions, and grow connections.Such granularity puts us at a data advantage and helps us make better and better matches. Our entire operation is chat based including the work itself, so we see huge potential in having our chatbots leverage more sophisticated NLP and generative AI to scaffold the development lifecycle.What do we mean by data-driven vetting?Well, we are evaluating every interaction from interviews, to matches, to messages in slack channels, to hires, to work tracked, to project completion, to ratings. This tracking of everything is what we believe will form the foundation of the future of work. There seems to be potential for tokenization here, though our team will need to do further research on this aspect.In such an ecosystem where every work session is coupled with a git commit or other proof-of-work, our talent never fail to impress clients with their competence, converting free trial clients into paying customers 85-90% of the time.Business ModelThe platform takes a 20% cut of what the client pays, with a minimum cut of $5/hr. The cut is used to:maintain the platformvet, train, and upskill developerssupport lifelong learning of developerssupport peer review of learning projects and coding challengescover costs of free trial hourscover costs of international and local paymentsprovide customer support for developers and clientsThe rest is profit. Moreover, all buyout fees and finders fees are entirely profit.Given this, we know our LTV and CAC (lifetime value of a customer and cost of customer acquisition). We are currently "ramen profitable" and should be profitable after investment as we scale.Every step of our pricing builds trust. We know our talent is good but to prove that to our clients we offer a free trial.Then they can fund hours and use our work session system where they see progress in real-time and have complete budget control. That builds more trust.Also, we make it easy to recruit talent from our platform for full time remote roles through a 1-2K buyout - this keeps high growth companies, including YC and 500 Global companies, coming back.These mechanisms encourage clients to stick with the platform, try out more talent, and also recruit for full-time roles on LD.Automated Vetting, TrainingTo ensure talent succeed in such a meritocracy, we have developed automated modules for vetting and training majority world tech talent.These modules are inspired by Gobi's PhD research on "What makes someone a professional software engineer?" We are doing a technology transfer from research to industry. In particular, we have EdTech tools that can automatically teach intermediate developers about:JS data value transformationsgranular CSS techniquesPython design patternsfound in professional open source code.Overall, here is what we believe defines professional tech talent:After interviewing many professionals and user testing on many novice and intermediate level engineers, Gobi found following abilities define a "pro":It's their core technical strength but it's also their communication ability.It's their ability to work agile but it's also their code quality (as scored by an automated AST-based static analyzer and plagiarism checker we developed).It's their knowledge of design patterns but also their documentation ability.It's teamwork but also their whole brained project management skills.It's their ability to debug stack traces but also their ability to write tests.It's their skill to pen test for security but also their creative intellectual merit.It's their responsiveness but also their productivity.It's their system design fortes but also their architectural understanding.It's their performance on coding challenges but also their design empathy.It's their experiences count but also their openness to cutting edge tech.It's their coursework but it's also their ongoing lifelong learning.It is all these things that make one a true professional tech worker.But there is one thing that does NOT determine professionalism. Location.A+ tech talent exist in Uganda, Nepal, Ukraine, Brazil, India, and Wisconsin.Vetting FiltersTo ensure clients trust our talent, we vet talent from all over the world across these multiple dimensions. The talent must pass a screening process which includes application screening, a soft skills assessment, a live technical interview, and ongoing evaluation.Every aspect of this is being automated through:Software (we forked Stanford MOSS for code plagiarism detection)AI/ML/NLP to improve the matching algorithm, learning recommendations, talent profile's content and communicationScalable MOOC-style peer reviewTo allow clients to see this detailed vetting data on our talent, we have made our database of talent publicly searchable and have implemented detailed filters:Try them out yourself on our Find Talent page. This gives control to the clients and saves them time and energy when interviewing and hiring.To ensure talent succeed in this meritocracy, we are creating a decentralized talent-friendly ecosystem.What do we mean by decentralized and talent-friendly?We mean creating a diverse community of people engaging in lifelong learning and peer review, and time tracking mechanisms that are chat based and respect privacy of talent and the companies they work for. People get credit for their granular actions. For example, we financially incentivize talent to create lifelong learning projects:Talent interests and their career growth are considered first. Talent are provided tips on how to advance their career, including suggestions and visualizations of what skills to learn based on talent supply and client demand.We created a scalable screencast-based peer review system for training and vetting that allows us to leverage existing online technical and soft skills challenges. This:eliminates the need for us to reinvent the wheel by creating learning or testing contentstill prevents cheating or plagiarismIn this way we'll quickly train/vet: Full Stack, Mobile, QA, AI/ML, Blockchain, Game Dev, VR/AR, SEO, Design, Data Science, Security, and PM talent.We also have modules for: Debugging, Stack Traces, Testing, System Administration, Software Engineering and Development, and Software Design Patterns, the last of which is inspired by our research.We also have assembled soft skill modules for: Software Engineering Process, Productivity and Responsiveness, Entrepreneurship, Divergent Thinking / Creativity, Project Management, and Teamwork.The final aspect of talent-friendliness is that the platform percentage cut is reasonable, and since we know full time relationships eventually develop between contractors and their companies, we have structured the buyout fee in a reasonable manner, so clients pay it.Customers Given our positioning in this market, established tech companies, startups out of top venture funds and incubators, and major research universities have hired on LD Talent.Here are some of their words:Daniel Osvath, Mentum (Y Combinator)We worked with the talent of LD on SEO for our e-commerce store. We got their help to identify the gaps and optimize our content and images for SEO. They were responsive during our work periods and helped explain the steps and services that we need.Baidu VenturesOur LD engineer did excellent work helping us write software to identify AI-enabled companies to invest in.Catherine Jiang, SiteTrace (500 Global), Dill (YC)On LD we found a full stack software engineer who did really great work for the equipment tracking software we're building at SiteTrace.Swami Sundaresan, InfosysIt was a wonderful experience. We found a good engineer through LD who is making an innovative UX. It is really going to help Infosys customers visualize financial visions and outcomes. I’d like to share the LD Talent service with other teams within and outside Infosys.Liam McCarty, UnumID (EvoNexus, Draper Associates)LD Talent provides the best way I’ve seen to involve top-notch engineers at a moment’s notice. We needed someone who could take a glance at our code and quickly integrate several aspects of our platform. There wasn’t time for a long recruitment process, or for sifting through online proposals. Without LD Talent, we would have struggled to find such a high quality engineer on such a short timeline.Phoebe Yao, Pareto (StartX)I like that I can see all the skills I can filter by. Super useful. Love what you built with the Slack bot.Phoebe found and recruited full time talent on LD.Samay Devraj, AnamivaI have been happy with my LD experience. I like seeing time logged and seeing my balance update via Slack. Project management thru Asana works just fine for us. One thing we keep in mind as we become pro users of LD’s system is that we should be clear on exactly what we want from each work session.Ashley Van Cott, Writewise (Startup Chile)LD Talent has been a godsend for us as a startup. We have connected with some amazing programmers who are all very knowledgeable and hard working. We expect to continue with LD Talent for all of our foreseeable programming needs as a business.Sylesh Volla and Jaebum Lee, ESLHunterThe most unique aspect of LD was the ease in which we were able to get the work we needed completed. The LD process, including messaging, contracts and billing, made it easy for our team to use the service. And something that I expected would be painful like hiring a software engineer actually ended up being a very fun and affordable experience. I would highly recommend anyone looking for software services in the future to use LD!Bala Ganesh, StaksPayI had used other talent sourcing platforms before with some success but what I found different and refreshing is the quality of talent pool that has been established by LD. Their passion for identifying the resources with the qualification and skills necessary for each of the disciplines they support shines through as a result of their rigorous vetting process.Wayne Willis, Yale69I can say that the engineer I worked with at LD Talent did an excellent job, highly efficiently and with a very positive attitude. They were delight to work with. I will not hesitate to use LD Talent again when another project comes up.Your investment will go into:Marketing including automation technology for SEO, Guerrilla Marketing, Drip campaigns, UX friendly referral widgets, Social Media Marketing, Ads / Analytics optimization, NLP / generative AI projects for targeted marketing.Platform Improvements including design refinements, automating/scaling vetting (e.g. granular code analysis, talent responsiveness tracking, decentralized peer review), and AI / ML projects for matching algorithm improvement.Management including product management, engineering management, and operations, as well as automating these with chatbots.Competitive advantage including lifelong learning projects, optimizing the paid learning pipeline, and fostering talent creativity.Monetizing CreativityJehoshaphat is a member of our network who approached us with an idea to transform the mental health of remote workers, like those on our platform.Jeho and our team back-and-forth'd through our business canvas until we settled on a product: a mental-health focused pomodoro timer.This app can regulate the mental health of our talent as they are tracking their work sessions, and also its "multi-pomodoro" feature can facilitate deep work.The app has you work for 25 minutes (or more), and then rest for 5 minutes (or more). During the breaks, the app provides psychiatrically relevant content, posture related advice, yoga, mediation, exercises, and even peer support.Such creativity will be monetized in a couple ways:by improving the productivity and happiness of our network membersby selling it as a stand-alone app for remote workersMore InformationDeck with more detailsInvestor Questions Document with LTV and CAC calculations.Doing more for clients: Project Success Canvas and a PM Layer

## FAQ
1. **What is your LTV? (lifetime value of a customer)**
   - You can find details about our LTV here: https://bit.ly/3khDF4l
2. **What is your CAC? (cost of acquisition of a customer)**
   - You can find information and details about our CAC here: https://bit.ly/3EIb7I3
3. **What are some quick stats about LD Talent?**
   - Please check these quick stats: https://bit.ly/3Y5yt1b
4. **What is your supply side competitive advantage?**
   - Please check this walkthrough of our supply side competitive advantage: https://bit.ly/3EE8UNK
5. **What are your assumptions and risks?**
   - Here are some of them: bit.ly/3mbHKr5 - more can be found on this profile itself, including how we address recent hiring and funding trends in tech.

## Team
- Gobi Dasu (Co-founder & Board President)
- Girija Mittagunta (Co-founder & CTO)
- Anisha Chakradhar (Co-founder)
- Nutan Bhandari (CMO)
- Castro Mbithi (Marketing Engineer)

## Recent posts
- Running List of Verified and Post-Onboarded Talent [Updated & Links Corrected 9/14/24] (2024-07-22T18:57:59Z)
- Celebrating our engineer Castro, and the impact of LD Talent (2024-06-14T14:00:03Z)
- Regarding Vetting Challenges (2024-04-09T17:06:52Z)
- LD Talent World Tour Photos (2024-03-25T15:06:21Z)
- Shout out to our Marketing Engineer Castro (2023-10-17T14:54:02Z)
- LD Talent Investor Update Feb 23 - May 23 (2023-05-28T18:44:07Z)
- Celebrating our Launch's Social Postings (2023-04-30T20:09:56Z)
- LD Talent Investor Update Dec 22 / Jan 23 (2023-02-26T11:35:16Z)
- We won a Stanford pitch competition! (2023-02-26T11:24:13Z)
- 8-min Pitch Video (2023-01-11T18:19:33Z)
- 25-min Pitch Video (2023-01-11T18:01:52Z)
- LD Talent November Update (2022-12-03T03:06:27Z)

## Q&A
- Q: How can potential investors from Africa invest especially when and if they do not have access to USD? are there alternative means to invest in other currencies easily accessible to potential african investors?
  - A: Hi Daniel, thank you for this relevant question! I believe you can use your card. "If you don't maintain an account in the right currency, your bank or credit card will normally convert the funds automatically for you when you make a payment." The source of this information is help.wefunder.com. I hope this helps.
- Q: Obtaining quality software engineering talent is hard unless you have deep pockets and a recognizable brand name. We were a start up and needed Android, iOS and .NET engineers to wrap up some last piece of work to get our product out the door. I had used other talent sourcing platforms before with some success but what I found different and refreshing is the quality of talent pool that has been established by LD. Their passion for identifying the resources with the qualification and skills necessary for each of the disciplines they support shines through as a result of their rigorous vetting process. LD's standard metrics and the transparency that is used for the resource pool makes it easy to compare the candidates. I interviewed candidates from at least three regions outside that US where I am located and found the candidates were all equally qualified to do the job that I had to get done. The candidates at LD are also chosen not only for the economic benefits it offers customers but also for their passion to learn and it shows in their deliverables. If you are in need for good quality software engineering talent, give LD a try.
  - A: Thank you very much Bala. These details help us understand our strengths and how to continue our commitment to detailed vetting and concrete value.
- Q: Gobi and team are fantastic! We were one of the early customers of LD Talent and had a wonderful experience. I believe in this team and vision. The world is so full of talented people, and LD Talent is a great effort to build bridges between regions and people.
  - A: Thank you Liam for believing in us and great analogy. Indeed, our mission is to build bridges between talented and enterprising people. And congratulations to you on the rise and success of Verified Inc. (previously Unum ID, ePluribus) - you have built an incredible company and been a great mentor to us.
- Q: Why are we raising via equity crowdfunding and Wefunder: It democratizes investment just like LD Talent democratizes engineering, design, and entrepreneurship. It also lets LD Talent stick to its core mission, trajectory, and interests.
  - A: +1, values are important to us. For instance, we hire our internal team through the LD platform of course. And we use our own future-of-work tooling first before putting it in front of clients. There is always a lot of dogfooding going on in our organization.
- Q: Congratulations LD Talent team as you embark on the next stage in your journey! It’s great to see the impact this startup has had in connecting talented individuals in Asia and MENA regions with opportunities across the globe. Looking forward to seeing the company’s continued growth!
  - A: Thank you Atul! Given your engineering leadership across Stripe, Google, Box, and startups, we know you understand the market for tech talent well. We hope to continue learning from you.
- Q: Love the fact that founders have deep academic expertise in top universities (both as students and faculty). Interface is user centric. very interesting to see LD incentivizing the right audience to right skill sets. I am very excited about LD! All the best
  - A: Thank you, Divya!!! Given your years of experience with McKinsey, management, and consulting, as well as our wonderful conversations together on social impact, this means a lot.
- Q: What is your strategy for both client and talent retention?
  - A: The biggest part of client retention is making sure they get consistent value. The "Overview" tab describes how the work session system ensures of this. Our biggest 3 customers have stayed on the platform for years and have returned with new projects which is a good sign. The next biggest part is having a big enough supply side. That is why marketing is critical for us. Even if we have 500+ talent now, do we have the talent with the skills that our next client needs? That is why we are carefully measuring the supply and demand of skills and acting upon that in the domains of recruitment and training. With respect to talent retention, we believe our talent friendly culture where we care about talent's career growth and learning is the biggest factor in retention. That along with the ability to set your own rate is described in our Investment Questions document under "Supply Side Competitive Advantage": bit.ly/3EE8UNK Another factor is creating a community where talent make friends, attend meetups, refer their friends to LD Talent, and provide feedback to the platform in townhalls on how we can better serve them: https://www.youtube.com/channel/UCKI3Z_aYSIm5PNwT0nqqNNQ/ This being said, we are also in a phase of ideation for more precise measurement of talent retention, and more ways of keeping both sides of the ecosystem engaged over time.
- Q: Great platform! Been on my radar for a while. I’ll be looking into the talent pool for my company!
  - A: Thank you Tavishi! Given your engineering background with Microsoft and your work with startups, this means a lot. We look forward to working with you and Tern.
- Q: Just wanted to say, LD Talent has been a godsend for us as a very small startup (WriteWise). We have connected with some amazing programmers who are all very knowledgeable and hard working. We expect to continue with LD Talent for all of our foreseeable programming needs as a business. // Quick question: How does LD Talent ensure the confidentiality of client projects?
  - A: Thank you Ashley, and congrats to you on Writewise, Startup Chile, and building a team. LD Talent has a number of protections: 1. Our terms of service which each talent and client accepts upon each hire makes clear that the IP is the client's property and should be kept in confidentiality. 2. We onboard clients informing them how to share resources (AWS, Git, DevOps, etc.) with tiered levels of permission so they are always in control. 3. Clients are free to request talent to sign NDAs, IP protection agreements, etc. 4. Our interviewing and vetting process ensures talent and their backgrounds are legitimate. 5. Talent are trained and incentivized to respect platform policies and maintain their reputation on the platform to receive more work. 6. We are implementing a background check and reference check system for our talent. 7. We have a multi-step process for enforcing platform rules. We hope these collectively put clients at ease. We are also always interested in ideas for more protections we can put into place.
- Q: Congratulations to everyone in team LD, on the progress made so far! It's inspiring to see it grow and make waves in the industry. Keep up the great work, and I look forward to seeing many more amazing things to be accomplished in the future.
  - A: 🙏 🎉
- Q: Also, LD says all engineers are vetted, but also says to interview several engineers. This makes the experience seem not too different from Upwork. What has LD done to make the process of hiring a good engineer less involved than competitors?
  - A: Hi Abhi, as you're an alum of Meta / Facebook, Apple, McKinsey and the likes, we know you have deep experience with excellent engineering teams. Hence we appreciate your time and feedback. We have made a few updates to ensure that clients quickly find a match. Our vetting now sets us starkly apart from Upwork. 1. We are doing detailed vetting and ongoing evaluation of talent across both technical and soft skills and only surfacing talent who are worth your time. This is described in detail on the "Automated Vetting, Training" section of wefunder.com/ldtalentwork 2. Our chatbot provides suggested interview questions up front which you can ask talent to answer. It also prompts for getting estimates over chat first. This way you only spend time on the candidates who are highly qualified, deeply interested, and have a granular estimate prepared for you as per: youtube.com/watch?v=Ize-Gxaalgw 3. We implemented a feature where talent can express interest in clients' projects so you spend less time searching and more time talking to interested talent. 4. You can see interview scores on talent's profiles now which helps you select exactly the type of candidate you want. 5. We have updated our matching algorithm to surface the best talent for your position taking into account a number of factors. 6. We implemented a number of detailed filters like timezone and industry experience so you can search by more attributes so you don't waste your time on candidates you don't want to consider - see ldtalentwork.com/client/select_engineers/# and press more filters for this. 7. We are automatically analyzing and plagiarism checking talent's code, and in the process of implementing a "verified" tag to mark exceptional talent who have proven themselves with other clients or who have passed difficult technical and soft skill challenges. 8. We developed a chatbot that provides you recommendations of who to invite and hire so you don't have to search as much yourself. We hope these measures will save you a lot of time and help you get value out of your 5h free trial and subsequent hours funded.
- Q: With the worksession approach, engineers write terse descriptions and reuse those descriptions across multiple work sessions in my experience. What has LD done about this? It is awkward for a client to enforce more descriptiveness or reject work sessions based on this as it feels like the client is expected to hold engineers to LD's way of doing things.
  - A: This is a great question, Abhi. Our software now protects against this in multiple ways. 1. Talent must provide unique descriptions in each work session. If they don't the platform prompts them to do so. 2. The platform prompts talent to provide a proof work (e.g. git commit link, figma design link, screenshot of app, etc.) every four to six 30-m work sessions. 3. We are building modules which train talent on how to track meaningful work sessions as described here: blog.ldtalentwork.co…y/#developer_advice 4. We are building a project success canvas which will help clients better set their standards for work sessions they'll approve. 5. We are building affordances for the work session approval page that will prompt clients to check actual time taken against hours / days estimates made. 6. We are implementing a vetting system, detailed in slides 20 and 21 of our deck bit.ly/3KIPAmm which ensures that talent are of high caliber. 7. We are adding a project completion statistic to profiles to ensure that talent are incentivized to not just start projects but also complete them. 8. We are investigating ways to use chatbots and NLP to provide talent feedback on their work sessions. These measures should ensure talent are trained and incentivized to track good quality work sessions, do good quality work, and thereby reduce the burden on the client. We are also building a PM layer which will allow clients who have less time to have their projects managed by project managers, who will ensure work sessions meet relevant criteria.
- Q: If there’s a need to build a full software dev team or complement your existing team, I have yet to find a socially driven organization in this space outside of LD Talent. The platform serves as a recruitment and project management tool as well. I’ve built two apps over the past 14 months using a combination of different front-end and back-end international developers from here. Plus, the founder is a fellow Stanford Alum who has contributed to the startup ecosystem.
  - A: Thank you very much Jodi 🎉🎉🎉 we love PipeDreamers! You are a great entrepreneur with experiences ranging from social enterprises to Reddit to Stanford to major business competitions. We are excited to continue learning from you.
- Q: Great job, LDTalent! I'm impressed with your platform that enables computer scientists from all over the world to find exciting opportunities to work with US startups in a transparent and interesting way. Your approach helps bridge the gap between talented individuals and companies seeking specialized skills, and this is no small feat. I appreciate the effort you have put into creating a platform that is both user-friendly and efficient in matching candidates with the right opportunities. The transparency and fairness in the recruitment process is also commendable, and it is clear that you are committed to creating an environment that benefits both candidates and companies. Keep up the good work! Your efforts are making a positive impact on the tech industry and the world at large.
  - A: Thank you Mor for highlighting our transparency and hard work on this endeavor, with particular attention to incentivizing upskilling in specialized in-demand skills. Yes that is certainly a focus area of ours.
- Q: Hey gobi, What is the company's growth strategy, and how does it plan to scale and expand its services to capture a larger market share in south east Asia and Africa in the future?
  - A: Great question. We plan to acquire talent through many existing and new channels including: Incubator / VC Partnerships, University Partnerships, Guerrilla Marketing in Slack, Discord, and Google Groups, SEO—we are upgrading from 300 to 5000+ skill-related long-tail keywords, Social Media Marketing and Ads—using Google Ads API with ChatGPT, Google Analytics and Ad optimization, Referral widgets, Drip emails pitching talent to companies—NLP to customize/automate this, Web Crawling Projects for Marketing, Zendesk/Slack Chatbots for supporting/marketing to returning customers, SEO friendly blog content, and Sophisticated talent filtration for clients. These methods work well for acquiring clients in the US and Europe and onboarding talent in Asia and Africa. More details on the "Go-to-market Strategy" portion of https://wefunder.com/ldtalentwork/ and on the LTV and CAC portion of our Investor Questions: bit.ly/3khDF4l