Weirdly Integrations: TradeMe Jobs for awesome-sauce sourcing

We announced a couple of months ago that we were going to start working on one or two job-board integrations. The goal was to make setting your Weirdly quiz loose on the world (and attracting in those top-shelf applicants) as easy and smooth as possible.

So, many red-bull fueled hours and complicated flow diagrams later, we’ve set the first of these live.

You can now launch your quiz and post it directly to TradeMe Jobs without ever leaving the comfort of your Weirdly home.

We’re stoked to be popping our integration-cherry with the dudes at TradeMe. They’re an awesome, home-grown platform and with 54,000 roles listed in just the first quarter of this year, they’re a big presence here in NZ.

So how does it work?


I’ve already got a TradeMe Jobs account:

You’re in luck! It’s extra easy for you. Once you’ve built your Weirdly quiz, continue onto our distribute page and select the TradeMe Jobs badge from the list of sourcing options.

Select the “Post using my account” option and enter your TradeMe Jobs login and password. Congratulations! Your Weirdly and TradeMe accounts are now linked.

You can edit your ad, which automatically pops up pre-populated with all the job description details you entered into Weirdly, and press submit whenever you’re ready.

Crack a beer and lean back, your job is now live on the TradeMe Job board– no waiting, no annoying double-entry of info.

You can edit your job ad at any point by clicking on that TradeMe Jobs badge again, and once your Weirdly job expires, the ad will automatically be pulled down off TradeMe too.


I don’t have a TradeMe Jobs account:

You’re still in luck! It’s only one tiny extra step for you.

The process is the same as for our TradeMe Jobs account-holders, but after selecting the badge on our Distribute page, you click “Post a one-off job” option. Basically this just means you’re able to buy one job at a time – heaps cheaper than buying a whole job pack.

The TradeMe ad form will pop up, automatically populated with the same details you entered into Weirdly when you were building your quiz.

Make sure these are all good and add any extra bits and bobs you may want. Then pop in your credit card details and you’re away!

Just like with the account holder guys above, you can edit your job ad at any point by clicking on the TradeMe Jobs badge again. Once your Weirdly job expires, the ad listing will automatically be pulled down off TradeMe too so you don’t need to worry about logging in and manually pulling it down.


Have a play around, set some TradeMe ads live and tell us how it goes. In the meantime, we’ll keep smashing out the code and let you know when the next big feature or integration addition drops.

Building a company culture: celebrate all the things

What if your life was way more fun? And not just in a deep, existential way. What if there was more cake, more lols and a confetti explosion every time you completed a goal?

Sounds like a recipe for cheer to me.

At the recent #project2015 conference, Greg Sheeran talked about his policy of celebrating everything. We totally agree.

But why is it so important?

Here are 6 reasons we reckon you should work celebration into your company culture:

  1. It’s bonding.

Let’s be honest, throwing back the Doh-Bros and firing up the karaoke machine is a great way to knit a team together. But when time, money or a preference for not poisoning your body with large quantities of alcohol get in the way, you should try finding other creative (and frequent) ways to celebrate with your team. For example, running into strangers’ offices together, showering them with cookies and confetti and leaving a trail of helium balloons in your wake.

  1. It’s rejuvenating.

You’ll give everyone a chance to stop for a second, take a breath and re-boot just by pausing to celebrate a win – whether that’s for a team lunch or taking five mins for an epic jump-five. Our pals over at Blacksmith call this “Creating space in the pace”. We like that heaps.

  1. Work shouldn’t always feel like, well, work.

We spend most of our adult lives doing or thinking about work. That should be an exciting prospect and having fun by celebrating achievements is a big part of creating that excitement. Progress is fun! Learning is fun! Feeling like you faced down your biggest challenge and then emerging triumphant (if a little battle scarred) is what keeps us going. Revel in it, enjoy it. You are a VIKING!

  1. Science says you should.

According to a recent study conducted by SHRM, celebrating wins, even in a small way, improves your team’s happiness. Happiness improves productivity and productivity improves the Exec team’s happiness. It’s a beautiful circle. And if that isn’t enough, in a 2011 Workforce Mood Tracker Survey, 69 percent of employees said that they work harder for a company that recognises their achievements. Sounds worthwhile to us.




So how do you embed celebration into your workplace culture?

At Weirdly, we’ve embraced the celebration complex HARD. And by ‘hard’ I mean complete with liberal and luxurious use of confetti cannons. Celebration doesn’t always have to be big and noisy though.

Here are some ways we’ve integrated the principle of celebration into the fabric of each day at the office – on a scale from tiny to messy:

  1. Do Snaps and Slaps (but mainly snaps):

Our fortnightly founders’ meetings start with a “snaps and slaps” section. We take ten minutes to share and remember the wins from the previous fortnight (snaps) and any learning opportunities we’ve had (slaps). This starts meetings on a positive, optimistic note, which is particularly great when we’ve got big, scary decisions or tricky issues to discuss.

1. Upload custom gifmoji into Slack:  

Because honestly, saying “woo whoo! Congratulations!!” is just way more effective if you follow it up with a twerking bunny or the classic: Skype’s pool-party guy.

2. Don’t let a ticket graduate silently:  

Like heaps of start-ups, our product team has their sprints planned up on the wall. That means we can all see as tickets get completed and features progress. We also track sales, business-growth and marketing activity through Google docs and gaant charts though – that way everyone knows when I’ve just got a big press-release sent out, or when Dale and Simon have nailed our first series of on-boarding video walk-throughs.

3. Get retro with trophies and employees of the week:

Don’t under-estimate how much people appreciate a physical reminder that they’re appreciated. Our guys finished an absolutely mammoth system re-build last week. It was the culmination of months of late, late nights and they were all wiped. Before the well-deserved weekend off, we all went out for a long lunch and presented them with home-made Weirdly trophies. Built from toy cars and stone “plinths” scavenged from a building site near the office, these trophies aren’t gonna win any beauty awards but they’re now sitting proudly next to each dev’s monitor to remind them they faced the mountain and came away victorious.

4. Use integrations to make wins public:  

We use Intercom to track and communicate with our users and having this hooked up to a dedicated Slack channel means everyone sees when Xero signs up for a trial. Woops all-round! We’ll probably have to re-think this as we grow and volumes become well, spammy. But for the moment, it’s an awesome way for the team to stay connected to sales.

5. Confetti bombs and carbs:  

Every Friday we have a team lunch. This gives us a chance to talk about stuff we’re having trouble with, or things we’re excited about. It’s an opportunity to say thanks and celebrate the goals met each week. If it’s a birthday week or we’ve hit a major milestone, there’s usually a confetti cannon involved.

What are some of the ways you create a company culture of celebration within your team? We want to hear about it – comment below or tweet us @weirdlyhub

Free stuff from Weirdly: A blatant play for your affections

So we’re trialling a special offer for any awesome clients who’ve signed up since we launched our 2.0 set of features. It’s going pretty well so in the interests of fairness, we thought we’d better extend it out to the rest of the world who haven’t sign up yet:

Let our expert culture team set-up a quiz customised to your own business, totally FREE!

This is the thing for you if you love the idea of Weirdly, but you’re a bit stuck getting started.

Not sure how to choose questions or define your culture? Never fear! We’re sending in Super-Dale (or Bat-Simon) to help you magic your unique branded quiz into existence.

wonder woman spinning

They can help you choose the right questions from our question bank, or customise your own. Either way, after an hour with these two you’ll have a unique, customised quiz that’s perfectly suited to your own business or role.

We can conduct your hour-long quiz setup session in person (if you’re based in Auckland), over the phone or using the magic of google hangouts.

So if you’re keen to have someone take a bit of work off your hands, register here and we’ll book a time in to coach you through your first setup. From then it’s easy, you’ll be able to duplicate and tweak your master quiz for different roles.

In fact, once you’re familiar with the values you’re trying to communicate and the attributes you’re looking for, you’ll able to set up new quizzes yourself from scratch in double-time.

Simon’s knocking them out in 10mins now. If you reckon you can beat that time, tweet us your personal best and we’ll send you some swag.

Weirdly Mail: Free recruitment software for all

Free recruitment software for everyone!

It’s about damn time, right? We know. We’ve been promising a free account option for ages and now we’ve finally got it all up and running. It’s like this in our office at the moment.

Along with the new packages, we’ve added self-managed credit-card sign ups, the ability to boost your campaigns by adding extra candidates and polished up our flash new quiz building system to make it heaps faster.

Check out our new pricing structure here:


Freemium Extremium

Recruitment software pricing structure

For users who only want a quiz for a single role, we’ve introduced a free plan. This is great if you just wanna test us out on one job before committing. Or if you’re a company that’s just always on the hunt for people in a certain role (like, you always need new wait-staff or accountants).

Upgrade and downgrade at will

Upgrade and downgrade recruitment pricing

You now control your own destiny, and what it costs. You can upgrade and downgrade your plan as your vacancy numbers expand or contract. If you’ve got a credit card logged in our system, we automatically adjust your billing to match. If you’re currently on invoice billing and want to switch, contact your account manager.


Get more candidates


Weirdly candidate packs

Got a job that’s attracting heaps of candidates? Looks like you might run over the number allowed on your plan? No worries! Extra candidate credits can be bought in packs through the plans and billing section of your profile. It’s like a phone top-up, but with awesome people instead of text messages you’ll never use. The more bought at one time, the bigger discount you get.


Your very own admin section

Recruitment software company profiles

In preparation for coming features, we’ve started building a profile management section of your Weirdly account. You can now add basic contact and business information. Next stop, adding multiple users to your organisation.


On top of all this, we’ve been working on a couple of new customised templates for some very cool graduate recruitment campaigns. They’re live and looking flash-as now. You can check out Crowe Horwath’s one on their careers page, but you’ll have to actually apply for the job at Xero to see their one. Those tricky scamps – it’s like the Kinder surprise of recruitment processes.

Seriously though, we took a sneaky screen grab so you can see how a “#1 Forbes Most Innovative Growth Company” does a recruitment campaign.

Keen to find the right Weirdos for your business? Sign up here and see how Weirdly recruitment software can make it happen.






Big clients don’t make you rich: Getting straight on your target audience

We had a giant client come onboard yesterday. Scoring that big, famous brand name is a total morale boost.

Hurrah! We’ve made it! What’s the going rate on super yachts these days?

But yo. Get off Trademe and get back to work, because you haven’t got your Scrooge McDuck money vault just yet.

Sure it’s a cool feeling to land those big NZ fish. But we had to keep it in perspective. This was an important client, no doubt. We’re pumped about them and they’re getting our very best. But we have to make sure the brand name doesn’t distract us from giving our other more immediately lucrative, but less flashy clients the attention they deserve.

So that was our big lesson for this week – know the role each of your market segments should take in your business. Some will be great financial prospects, and some will be awesome in totally-different-but-also-important ways. Know how much you can afford to invest in each target audience and don’t let sexy logos and flash brand names tempt you into messing with that ratio.

At the moment, on-boarding is our biggest hurdle. The time and cost to take someone from hot lead to launched recruitment campaign is way longer than it should be. Some of that we’re addressing with user-experience stuff in the actual system, but let’s face it, bigger clients have more layers of people to convince with more presentations, a more complex brand to work with and generally more schmoozing required.

And, they’re more likely to want to have a comprehensive hoon on your software before signing on to any major subscription.

Hard work and quite expensive, aye. But they’re also amazing. They help us test how our tool performs when used at different stages of a big recruitment process. They know how their system performs so they can tell us exactly how great we are, to within a teeny tiny margin. That’s pretty sweet.

And there’s no denying – they recruit a bagillion people, across all pay scales and levels. That’s a biggy for noobs like us who are constantly tweaking our UI to help recruiters deal with larger volumes of applicants. We need the big boys to let us know what’s working for an enterprise-level process and what they’d like us to add or change.

So that’s what I mean by perspective. Do the woohoos, but take the big brands for what they are: insanely valuable in ways that go beyond money.

Get naked: Why we should all be baring our tech start-up failures

Founding a tech start-up is insanely exciting and at times, completely terrifying.

The speed, oh man. The speed things are moving is mental but you’re somehow still constantly anxious about everything taking too long.

People are giving you a thousand different opinions about the best way to scale, the best time to take investment, the best way to do anything. And somehow, every other founder you talk to seems to have it all together.

“We hired four new devs yesterday who’ve already rebuilt our entire system from scratch”

“Yeah, this never feels like ‘work’ to me. I just never doubt what we’re doing, you know?”

Ah, same?

We were all at a tech conference a while back, feeling the usual mix of inspired and skeptical about the procession of ‘everything’s rosy’ case studies being trotted across the stage. And then a guy walked out onto the stage. Normal looking dude. No flash prezi, no google glass, no fancy suit or strange Silicon Valley barefeet look. Just a normal, confident, friendly looking man.

This guy just started talking about how his business had gone under and what the past year had looked like for him. He shared their growth strategy, the tech they’d developed, the massive wins that had stuck them on a trajectory they couldn’t keep up with. He talked about the spiral of debt they got trapped in, the process of liquidation and how he’d spent the past year contracting to pay back those debts and scrambling to gain the confidence and footing to try again.

Don’t get me wrong. This guy wasn’t looking for pity and this wasn’t his first time at the rodeo. He’d won and lost at the start-up game before.

No, he was sharing his story so openly because he realizes something gold: We’re stronger as a team and teams share honestly.

You see, NZ is tiny and ages away from anywhere. If we’re serious about making this place the Valley of the Pacific, we need to be focused on helping each other stay afloat, not just ourselves.

My mate, the normal dude, made a brave leap in the unknown, and got smashed against a rock. Rather than learn his lessons, squirrel them away and use them to further only himself, he wanted to let everyone else know ‘Hey guys, there are big rocks that way. Don’t make the same mistakes I did or you’ll get thrown into them’.

People talk about the only failure in failure being an inability to learn a lesson, and change tack quickly. I’d add to that choosing not to chuck up a quick lighthouse, so the guys coming up alongside you don’t get stuck on the same rocks. 

So we’re pledging right here that as we grow this year, we’re going to throw up lighthouses along our way, and maybe a few flashing arrows to paths we’ve found that are gloriously rock-free.

Will you do the same? 

Weirdos levelling up: New year, new investors, new board of directors.

2015 – the year we change the world. Or rather, the year our clients change the world.

Since starting the Weirdly journey last year, we’ve learned a thousand lessons, celebrated wins, lived through the failures and, in the process, built a team and product that we all feel really privileged to work with and on.

And now we’re ramping it up a notch. And by a notch, we mean a huge leap. A 1988-allstar-weekend-style classic Michael Jordan leap.

We’ve got an exciting year ahead with start up investment from the Punakaiki Fund (with Lance Wiggs) confirmed last week, clients like Xero and Vend joining our user-crew, plus a whole new raft of features due for release.

As part of this next stage, we’ve pulled together an advisory board, chaired by Dale, and including Lance and Kirsti Grant.

We’re stoked to have both of these guys on board (pun intended).

If you’ve been anywhere near the NZ tech start up scene you’ll know Lance Wiggs’ name. Amongst his ridiculously impressive business pedigree, he was co-founder of PowerKiwi, Groupy and Pacific Fibre. He was an advisor on the Fairfax/Trade Me acquisition, is an investor in kiwi-success stories including Xero and Vend, and holds board positions on start-ups like Pocketsmith, Onceit and MyTours. He’s a legend.

Kirsti is also awesome to have in the gang. As the talent magnate at Vend, Kirsti is the chief architect of The Culture Everyone Wants. Bringing her experience from TradeMe jobs, and Vend, Kirsti straddles Weirdly’s world of software start-up and recruitment perfectly. We’re excited to have her advice as we expand into different markets and challenge the way businesses think about talent acquisition.

Add to that, a couple of brand new, crazy-clever devs and a founder team that are continuing to smash it – 2015 is looking like a good year for these weirdos.