Jobandtalent tops up with $108M for its ‘workforce as a service’ platform – TechCrunch

Madrid based Jobandtalent, A digital temporary staffing agency that operates a dual-party platform that connects temporary workers with employers in need of regular casual labor in areas such as transport and logistics, has € 88 million (~ $ 108M) in its C Series ) Is added – total raised first one (2019) round of € 166M.

The startup, founded in 2009, has raised over $ 290M for more than its decade +, but describes itself as the beginning of a journey to make a dent in the large-scale and growing market for temporary work, Hopefully there will be demand to move forward. The field and process become digital in the coming years.

Jobandtalent Over 80,000 workers are said to have moved their platform in the last year to secure their tanks in seven markets where Europe and Latam (ie: Spain, Britain, Germany, France, Sweden, Mexico and Colombia) are working. Have used; While 750+ employers are signed up to “manage the recurrence of a large portion of the workforce” as it puts it, including XPO, Ocado, Saint Gobain, Santander, Bayer, eBay, Huawei, Ceva Logistics and Carrefour Are included.

It focuses on competing with traditional staffing agencies such as Adecco and Randstad, though other similar startups are set to cater to a more precarious temporary employment market. (And Uber, for example, started using a shift-finder app called Works, Back in 2019, Targeting the demand for on-demand labor – but in its case doing so in partnership with staffing agencies).

Jobandtalent doubles the number of workers looking for temporary jobs on its platform every year, while it generates revenue up to € 500M and says it is a positive EBITDA.

The BFED Series C funding will be doubled to expand into more markets and enhance the existing footprint.

“We will continue to expand through Europe and consider some additional opportunities (America and some Latam countries),” co-founder Juan Urdiales Told us, noting that its main markets remain Spain and the UK, while its core areas are logistics, last mile, warehousing and transport.

Prominent investors in the expansion of its C round is new investor Infravia, a French private equity firm investing in € 30M – investing through a growth tech fund launched last year that European B2B high-growth technology Focuses on companies.

Existing joblendant investors including Atomico, Seek, DN Capital and Kibo Ventures also participated in the Series C top-up.

Urdiales Said that the reason for now being another part of the funding is that opportunities for growth have increased as the coronovirus epidemic accelerates demand for tempering. “The reason that we are growing more is because we are seeing the potential to grow faster than expected,” he said. “The epidemic has helped us with both workers and employers in terms of adopting our platform.”

“Kovid has accelerated the transformation of many industries. We have adopted new technologies more in the last nine months than in the last five years. The staffing market is facing a huge change that will accelerate in the coming years, moving from brick and mortar traditional structures to data-driven platforms that will improve the experience for both workers and employers. Urdiales A statement went on.

“This market is really big and we are at the beginning of our journey (even though we have had many years in the market),” He added via email, discussing whether the IPO is on the business roadmap in the next few years. “We feel that if we are growing at the pace that we are growing now, and we add some private investors to help us with our growth plans, we can stay private for longer.”

Employees have been through many pivots from Lat for more than a decade, with the idea of ​​using technology to streamline the messy and consumable human business of recruitment. It started testing several methods before settling on one. Linguistics algorithms To parse job advertisements and create alerts for inactive job seekers.

Again 2016 It has kept away from enterprise recruitment to focus on hiring for SMEs – zeroing in on the growing job-matching opportunity for the rise of gig work fueled by smartphone apps. From there, it is honing equipment to meet the needs of employers who are managing a large temporary workforce.

The other aspect of the rapid development of ‘flexible’ platform-based labor – and Jobandlant says it is eyeing a pool of some 500M temporary workers globally – is something to talk about commonly Gigs don’t like platforms: workers uncertainty.

But it is something this startup says that it also wants to help. Workers can expect to receive a temporary benefit versus a major part of the jobdentalant proposal vs. increased benefits.

The average gig platform does not provide a full suite of workers’ rights and benefits, as they do not provide a contractual guarantee of future shifts, as they Classify on-demand labor as ‘self-employed’ – even, at the same time, they apply mobile technology to tighten this workforce (through data, algorithms and their own devices) .

This disconnect between gig worker rights and level of platform control has led to a range of legal challenges in Europe – including many markets where Jobandlant operates (such as Spain, where Glowo continues to face Legal challenges on their classification of distribution couriers, for example; And France And Britain, where Uber is Many employment tribunals lost due to driver’s condition).

European Union MPs are also Eye conditions for gig workers – To consider whether legislation is needed to protect the rights of platform workers while some platform giants, like Uber, are already feeling pressured to offer politically A level of insurance in this area.

Jombadantlant’s promise is pushing for more allowances for temples – including taking advantage of the scale of its platform to get workers a better deal, including making uncertain work more stable (by lining up the next gig) and Hence less uncertain.

“All workers have access to equal benefits,” he said When we structure johndlent’s allowances, we solicit via email. “There are benefits such as advance payroll, health insurance, training courses, etc. (not all benefits are available in all countries, it depends on the maturity level of each country).”

He said, “We would like to give any worker who starts working for those benefits through JobantLant Access and offer a higher standard of employment treatment, so they have a similar status that permits a worker is near.”

A press release trumpeting his investment in Jobandlant, the new investor, Infravia, also suggests that the platform makes “temporary work a professional step” – by defining “career plans” for temporary workers so that they ” Progress towards permanent and rewarding positions “.

However when we asked It states what data it has on temporary-to-permanent switches, enabled by its platform, which they said is “not common”.

“Employers are not looking to add workers to their permit workforce, and Jobandlent is trying to resolve properly, for workers, trying to give continued employment in different work assignments in different companies so that They can have more stability, “he said, adding:” The market is moving even further into a more precarious temporary employment market, and we believe that a platform as we are offering in this context makes even more sense. ” . “

The other big carrot feature for workers to enter Joblandlant’s temporary work market is: It takes a mobile app-based approach – offering a one-stop-shop for giggers to find their next shift, a temporary job. Apply for (via in-app) video interview), sign the contract and make the payment, as well as access to the touted benefits.

Its streamlining of administrators around recruiting and payroll is also certainly an important carrot for employers to receive as Jobandlentant’s ‘a service with the workforce’ offer – which claims an enhanced offer (such as A CRM that bets in analytics to track workforce performance. Real-time) versus traditional tempering agency processes as well as lower costs and an increasing number of job offers.

Its worker-to-temp job matching tech is designed to recruit (stress) recruiters for employer clients through a proprietary quality worker scoring algorithm called the Worker Quality Score (WQS).

Urdiales told us the criteria that feed this score Attrition rates, absenteeism rates – and “some productivity metrics of the workforce we employ” – when we asked for details, found no information about WQS on its website.

Workers’ algorithm scoring may have obvious implications for worker agency.

Nor is it without legal risk in Europe where EU citizens have rights associated with their personal data, such as access rights, and also (under GDPR) human review of any purely automated decisions. Rights which have legal or equally substantial effect. They will (and will be likely to make) decisions affecting access to work.

In Recent decisionFor example, an Italian court ruled that a reputation ranking algorithm used by the on-demand delivery platform Deliveroo discriminated against workers because the code distinguishes between legally protected reasons for being absent from work Failed to do (such as sickness or strike) and not for pre-booked innings for more trivial reasons. (Deliver no longer uses the algorithm in question.)

Uber is also facing legal challenges in the Netherlands Use algorithms to automatically eliminate drivers And for Use of data and algorithms to profile and manage drivers. While the ride-healing company Ola is facing Same suit On Gig Workers’ Own Algorithm Management. Therefore EU courts are certainly busy questioning the intersection of application-driven algorithm management and regional data and labor rights for the foreseeable future.

The European Commission has also proposed Comprehensive reform of regional manual for digital services Including the need for regulatory oversight of key decision-making algorithms aimed at reducing the risk of negative effects such as bias and discrimination – although the possibility of any new laws is still out for years.

Asked if JobandLant’s labor users are provided with their own WQS and given the opportunity to appeal a substantial drop in scores – including the opportunity to request a human review of any automated decisions – Urdiales Said: “The platform gives them continuous feedback based on key metrics that they can influence (voluntary attendance, absenteeism, etc.) with the aim of improving work and consequently improving their ability to get more jobs in the future Is. “