In recent days, Mndwrk has achieved a significant milestone in its history. With the release of our platform's new version, we have transitioned from the winding side roads onto the highway, now clearly leading towards our discernible vision.

The Mndwrk platform introduces a new category as the world's first Augmented Organization Platform, merging the traditional fields of recruitment, outsourcing, and talent management into a single, software-enhanced marketplace. Our aim is to introduce entirely new models and pricing levels, thus disrupting the market with unprecedented offers.

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Mndwrk Free

We have crafted the Mndwrk Free subscription package to appeal to IT employers worldwide. This package includes:

• Free ATS functionality surpassing current ATS software, offering AI-based CV processing, structured profile data, candidate login, and full candidate control over their data and GDPR consents.
• Unlimited posting and publication of open positions to the international Mndwrk community.
• Browsing through thousands of anonymous profiles, each of which can be invited to the client's talent pool.
• Recruitment success fees approximately 50% lower than headhunting fees, with the potential for further reduction through subscription purchase.
• Unlimited browsing in the international catalog of cohesive freelancer teams.

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Mndwrk Pro

Mndwrk Pro encompasses everything in the Free package, supplemented with even lower success fees and the unique opportunity to purchase talent pool segments.

As part of this service, we create segmented talent pools for our clients, featuring detailed professional profiles, availability, andGDPR consent. For instance, we can curate a pool of 200 full-stack Node.js developers in Budapest, a pool of 50 DevOps engineers, and a pool of 300international Java backend developers.

Mndwrk Enterprise: Mndwrk Enterprise offers everything in the Pro package, complemented with extended capacity planning and back-office workflow modules.

The capacity planning feature enables the planning, reservation, and contracting of human resources available in the marketplace with the same ease as internal capacities, drastically reducing lead time for starting IT projects.

The back-office workflow feature streamlines the management of remotely employed IT capacities and subcontracting agreements. Tasks such as onboarding new resources, authorization approval processes, requesting equipment, requesting vacations, and involving external resources in talent management and performance evaluation processes become easily manageable.

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The Vision of Mndwrk

As the labor market continues to globalize and digitize, the utilization of online marketplaces becomes imperative. Organizations, harnessing the advantages of e-commerce such as a wide array of options, expedited search functionality, competitive pricing, and streamlined contract negotiations, are shifting towards sourcing labor through digital marketplaces. Similarly, professionals are gravitating towards online labor platforms.

Organizations are compelled to adopt a new architecture and strategy that extends certain management tools (culture building, competency management, capacity planning, talent management, and back-office processes) to loosely connected new organizational layers, such as active freelancers, subcontractors, potential, and former employees. Companies will favor labor markets that support software features to implement this extended organizational strategy.

Professionals offering their services will select marketplaces that function as meta-organizations, supporting their career development by providing mentors, training, and enriching social experiences to offset traditional organizational environments.

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Primary Unique Features - SELLERS (Professionals)

We operate the Mndwrk platform as a professional community, offering various events (meetups, webinars, training, etc.) for members promoting lifelong-learning. The Mndwrk Digitalk event series hosts 40-50 online and onsite events annually.

Freelance members of the Mndwrk community can form squads, inviting other professionals. Squads can undertake projects as independententities within the marketplace, functioning essentially as virtual microenterprises, with the platform serving as a business incubator.

Members can contribute to the community in various ways, such as giving talks, mentoring, inviting new members, founding squads, etc. Community contributions are rewarded with an internal gamification token (MWC),redeemable for premium training. The token is linked to a community stock option program via a threshold, aiming to achieve DAO-like operation.

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Primary Unique Features - BUYERS (Employers)

Mndwrk is the only labor marketplace offering traditional employees, freelancers, and teams(squads), supporting extended organizational strategy with software features by connecting various pools to expand the organization.

At the core of the Mndwrk platform is a unique ATS - TalentCRM system suitable for building, managing, and reporting various talent pools. Pools can be filled through client import or directly from the Mndwrk marketplace.

With extended competency management, organizations can easily track all available and potentially available competencies across all applications, irrespective of the contractual form in which they are available to the organization. This feature enables strategic decision-making in real-time.

Through extended capacity planning, companies can condense the previously months-long process of project resource planning to minutes.They can find the right resources almost instantly on the marketplace and plan with them based on daily rates and availability information, even booking them through the platform's main contractor agreement. This innovation could potentially disrupt the international IT outsourcing world.

The Mndwrk platform facilitates not only finding, contracting, and managing external and internal resources but also enables the creation of various back-office workflows for all layers of the extended organization. Through this feature, tasks such as approving access requests fornew employees, requesting equipment, vacations, performance evaluations, training registrations, declarations, contract signing, or even master data modifications become feasible. The built-in KYC and digital signature capabilities enable significant cost reduction in administrative and legal costs related to remote work.

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Supporting Trends

In recent years, the transformation of the labor market has accelerated, presenting significant challenges primarily to employers, but also in certain respects to employees. Essentially, the impact of two major social transformations can be observed. One trend is the proliferation of remote work and home office arrangements, while the other is the shift in the primary career goal of younger generations (which, of course, only the best will achieve), no longer aspiring solely to a well -paying managerial position but instead seeking an independent expert or entrepreneurial lifestyle offering greater freedom, autonomy, and financial appreciation. These social changes generate the following trends in the labor market:

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• Globalization of the labor market, most notably in IT, where global technologies (.NET, Java, etc.), work methods (Agile, DevOps, TDD, etc.), and working languages (English)have first evolved.
• Increasing turnover, driven by the growing number of job opportunities and the time pressure on younger generations to acquire the necessary experience for their career goals by their thirties. Consequently, even small organizations in ITnow need to recruit continuously.
• Growing outsourcing, whereby companies increasingly engage corporate and individual entrepreneurs instead of traditional employees. Notably, this outsourcing is less driven by efficiency needs and by the fact that the best experts are increasingly available only in this form within the labor market. We are still at the beginning of this transformation.
• Consequently, the proportion of young people in organizations will continue to rise, as senior experts increasingly join organizations as external contractors.
• To meet their labor needs, companies are increasingly resorting to atypical employment(home office, outsourcing, remote work, freelance subcontractors), posing significant challenges in terms of administration, culture building, commitment building, and process establishment.
• The emergence of marketplaces in the labor market, following a trend seen in other areas of life (retail, transportation, accommodation booking, household professionals, etc.), initially in connection with freelance experts (Toptal, Upwork, Fiverr, etc.).
• While atypically employed individuals tend to be more satisfied overall thantraditional employees, they often feel the lack of organizational experiences(community, support seeking, mentoring, training), and sometimes struggle withbusiness administration and occasional customer acquisition.
• Augmented Organization Platform: One of the most important technological trends in 2024is that companies are compelled, due to various factors, including the spread of atypical work and outsourcing, to redefine the boundaries of their organizations, incorporating newer layers (pools) more or less connected, on which they extend corporate culture, the scope of talent management tools, and certain back-office workflows.