Neo likely gets hundreds of job applicants for every position, and many of these applicants are already excited about the company’s mission. But here’s a missed opportunity: why not use the hiring process to convert these applicants into Neo users?
Currently, the hiring and activations processes seem entirely separate. Activations staff focus on onboarding customers, while recruiters handle a flood of job applications. But what if the two processes worked together? Job applicants are already interested in Neo—why not ask them if they use Neo products and turn non-users into customers along the way?
Here’s an example of the current application page:
A Simple Way to Engage Applicants
Neo could easily integrate product engagement into the hiring process with just a few questions:
- “Are you currently using any Neo products?”
- If yes: Ask which products they’re using and invite them to share feedback. A simple text box for suggestions could provide valuable insights from people already familiar with the platform.
- If no: Ask why not. This is a chance to understand what’s holding them back—awareness, hesitation, or something else?
- “Would you be interested in signing up and providing feedback as a new user?”
- For applicants who are open to joining, offer a new user bonus. It could be something like rewards dollars, swag from Neo store, or another perk to give them a positive first experience with Neo.
Why This Makes Sense
- Aligning Interest with Engagement:
Applicants already have an interest in Neo—they’ve taken the time to apply. By encouraging them to try the products, Neo can deepen that connection and strengthen their understanding of what the company offers. - Rewarding Current Users:
Acknowledging applicants who are already Neo users shows appreciation for their support and gives them a chance to actively contribute by sharing feedback. - Onboarding Non-Users:
For applicants who haven’t signed up yet, the hiring process becomes a perfect touchpoint. Even if they don’t get the job, they walk away with a tangible benefit—access to a product they might not have considered before. - Customer-Centric Hiring:
For roles like Customer Experience Specialists or Sales Representatives, Product, Engineering etc it makes sense to prioritize candidates who already understand Neo’s products as users. And for those who don’t, the onboarding opportunity gives them firsthand experience, which could make them stronger candidates.
How It Could Work
Here’s an example of how this could be implemented:
- During the application process, include a section asking about product usage. For current users, request feedback. For non-users, ask if they’d like to sign up and provide a simple onboarding option.
- Incentivize new users with a bonus. This could be part of a seamless process where applicants feel rewarded for engaging with Neo, regardless of the outcome of their application.
- During interviews, candidates could be asked about their experience with Neo products. This provides insight into how they interact with the platform and how they’d represent the company if hired.
What’s the Opportunity?
Right now, applicants are treated as potential employees—but they could also be valuable customers. Integrating product engagement into the hiring process doesn’t just make sense; it creates a better experience for both Neo and its applicants.
Neo could turn the hiring funnel into a dual-purpose system: one that finds great employees while onboarding passionate users. Applicants leave the process with a positive impression of the company, regardless of the hiring outcome, and Neo gains valuable feedback and potential lifelong customers.
What do you think?