This blog is not a text version of the Youtube video. It shares some of my thought and sums up what I’ve learned during the first week of the Buildspace program.
What does buildspace actually look like?
When you look at the company, you might think Buildspace is just another startup incubator.
But after attending the first week’s lecture and lab, I realized it is more like a school. There’s no set curriculum, but they do have a specific theme for each week of the program.
Farza, the founder of buildspace, shared his personal stories about building several startups in the past, along with all the DOs and DON’Ts based on his experiences.
What I’ve learned for this week?
I learned how to explain my idea concisely. During the first week of the Buildspace program, we focused on learning how to share our ideas effectively.
Each person had to explain their concept in a single sentence. We had to be precise and avoid any unnecessary words.
This exercise was fantastic for me because I tend to over-explain, which often leads to long, repetitive conservations. By limiting myself to one sentence, I had to choose words that best captured the essence of my idea.
The one-liner focused “what”: what is the product about?
Our team’s idea was an “ai recruiter that screens and finds the best candidate for you”. I specifically chose “screens and finds” because it implied that our product would review all job applications and identify promising candidates for the next round.
The description explained “how” the product works. We’re developing a new Applicant Tracking System (ATS) that features an AI interviewer. This AI would conduct interviews with job candidates on behalf of hiring managers. It then scored candidates’ performances, allowing hiring managers to focus only on those who met specific criteria.
Here’s how we described our product: “Kong is an AI recruiter that streamlines hiring by conducting behavioral interviews tailored to your company’s culture and job descriptions. It asks targeted questions to accurately assess candidates' capabilities and provides metrics to help you decide if a candidate should proceed to the next stage.”.
Looking back, we could improve our description. We should have mentioned that Kong would interview candidates in places of recruiters, HRs, and hiring managers. This would highlight a key benefit: it would save time by filtering our unqualified candidates before human interviews.