Pitch Deck — WorkWingman¶
Source of truth for the deck. The rendered pitch-deck.pptx is generated from this outline. 13 slides, the canonical pre-seed/seed sequence. Speaker notes in italics.
Slide 1 — Title¶
WorkWingman¶
The Common App for jobs.¶
A free, local-first, privacy-first job-application Career Concierge.
Speaker note: Open with the trust frame, not the tech. "Every job seeker re-types their life into a hundred portals and hands their data to spam bots. We fixed both."
Slide 2 — Problem¶
- Every employer uses a different ATS (Workday, Greenhouse, iCIMS, Lever, SuccessFactors, and a dozen more). Candidates re-enter the same history endlessly — the "ATS parsing tax."
- The AI tools that promise help mostly auto-apply to hundreds of jobs → spam employers, get users banned, invite platform lawsuits, and harvest personal data.
- The old job-board model is collapsing: Monster + CareerBuilder filed Chapter 11 in June 2025.
Speaker note: The market is loud, distrusted, and legally exposed. That's the opening.
Slide 3 — Insight¶
The winning product isn't the one that applies to the most jobs. It's the one job seekers trust with their whole career.
Trust is the moat. It's also the only thing that later earns cooperation from LinkedIn, Workday, and employers instead of cease-and-desist letters.
Slide 4 — Solution¶
A free, local-first Career Concierge that runs your entire job search from your own machine. - Data stays on the user's device (local JSON + encrypted vault). - Tailors resumes, fills any ATS application — human always in the loop, never auto-submits. - BYOK (bring your own AI key) or a managed option. - Never scrapes. Never sells data.
Slide 5 — Product¶
- Electron + Angular + .NET desktop app; watchable, human-paced automation via Playwright.
- Cross-ATS connectors across 15 systems — auto-apply on 6 (Workday, Greenhouse, iCIMS, Lever, Paycor, Oracle), assisted fill after sign-in on 9 more (UKG, ADP, Paycom, SuccessFactors, Microsoft Careers, Avature, Amazon, Google, Dayforce) — with a shared credential-translation layer.
- Resume/cover-letter tailoring, interview prep, application tracker, study/prep content.
- KeePass-compatible vault; SSO (LinkedIn, GitHub, Apple, Google) for the user's own accounts.
Speaker note: Show the human-in-the-loop pause. That single UX choice is the legal and trust story.
Slide 6 — Why now¶
- ATS fragmentation is worse than ever; AI makes tailoring cheap; BYOK makes margins fat (the user pays inference).
- Job-board incumbents are dying (Monster/CareerBuilder Ch. 11); trusted candidate tooling is the successor.
- Local-first + privacy is now a mainstream demand, not a niche.
Slide 7 — Business model¶
Free forever for the core job seeker. Money comes from convenience and from the people who help job seekers.
| Layer | Price (assumption) | Margin |
|---|---|---|
| Free local core | $0 | — |
| Plus (BYOK convenience) | ~$19/mo | ~90% |
| Pro (managed AI) | ~$29/mo | ~78% |
| Org seat (coach/school/workforce) | ~$10–12/seat/mo | ~80–85% |
| Verified-claims (later, consent-gated) | ~$15–40/event | — |
Slide 8 — Go-to-market¶
- Seed the trusted free core (privacy/dev communities, word-of-mouth; CAC $20–60).
- Land helpers — coaches first (fast close), then a bootcamp + a university career center.
- Reposition to lifelong career management (beats churn).
- Partnerships with LinkedIn/Workday/employers — last, from leverage.
The whole sequence keeps the job seeker as the customer at every step.
Slide 9 — The churn problem, solved¶
- Job seekers churn the instant they're hired (12–25% monthly churn observed in category).
- Pure prosumer needs 80k–120k active users to sustain a small team.
- Institutional seats don't churn on one hire. 50 orgs ≈ $120k MRR — same as 100k prosumer users, far cheaper and stickier.
Speaker note: This slide is where a skeptical investor is won or lost. Lead with it if they're SaaS-savvy.
Slide 10 — Traction & proof (comparables)¶
- Simplify (YC W21, 1M+ users) — free-core model works.
- Teal (~4M users, acquired Ramped 2026) — B2C paywall works ($13/$29/$79).
- Huntr (Pro $40/mo + Advisor org plans) — the institutional wedge we're taking works.
- [Insert WorkWingman's own metrics as they accrue: active users, applications, org pilots.]
Slide 11 — Competition¶
| Volume bots (LazyApply/Sonara/JobRight) | Trackers (Teal/Huntr/Simplify) | WorkWingman | |
|---|---|---|---|
| Data ownership | Their cloud | Their cloud | User's machine |
| Auto-submit / scrape | Yes | Partial | No — human-in-loop |
| Sells/leverages data | Often | Sometimes | Never |
| Institutional motion | No | Huntr only | Yes, core |
| Endgame | Get banned | Tracker SaaS | Common App for jobs |
Slide 12 — Legal & trust moat¶
- Local, user-authenticated, human-paced assistive agent — not a server-side scraper. (Post-Van Buren / hiQ posture.)
- Never automates LinkedIn actions or scrapes; fills the user's own ATS applications with consent.
- Verification shipped as a user-controlled claims wallet, staying out of FCRA/consumer-reporting scope.
- Zero-knowledge sync; BYOK secrets; SOC 2 on the roadmap.
Detail: legal-compliance-risk.md.
Slide 13 — Team & Ask¶
Team: Andrew Jones — founder/engineer. Black-owned, founder-built; a working developer who has been the candidate, shipping the product with a multi-model AI engineering pipeline (every commit independently review-gated).
Outstanding offers (status-code before every send — Offered / In discussion / Advisor; names appear only with each person's written permission): - Cofounder & Executive Chairman (pre-papered conversion to President on full-time) — David M. Porter, Jr.: Harvard OB PhD; EVP Strategy, People + Culture, Federal Reserve Bank of SF; Chief DEI Officer, Berkeley Haas; 12-yr CEO Walter Kaitz Foundation ($20M+ raised); built UCLA's African-American Leadership Institute (2,000+ graduates). Owns the Stage 2 institutional motion + governance + raise. Status: Offered. - Cofounder & Chief People Officer (standing offer; start after employer-conflict clearance) — Pamela Morris-Thornton: sitting CHRO, Advantage Solutions (NASDAQ, ~70k employees); 15 yrs Panera talent acquisition / exec recruiting / VP DEI; ELC inductee. Owns the Stage 2 org-seat motion + Stage 5 employer credibility. Status: Offered, pending clearance.
Offer mechanics, bands, and vesting live in founding-team-recruitment.md. Never present a part-time seat as full-time headcount. Vision: the trusted, portable, user-owned candidate profile — the Common App for jobs. Ask: [funding amount + use of funds — fill in]. Near-term goal: trusted free-core base + first 10–50 institutional seats, proving both the ethos and the durable revenue engine.
Speaker note: Close on mission alignment — this is a billion-dollar outcome that gets there by keeping job seekers first, not despite it.
Building the .pptx¶
The rendered deck lives at pitch-deck.pptx. Regenerate it from this outline with the pptx skill whenever the outline changes. Keep the two in sync — this markdown is the source of truth.
Plain-language companion for non-investor audiences: the elevator pitch and ../business-plain/business-overview.md.