Pitch, Customer Q/A, & Customer Stories

Question 1

Multiverse Pitch (1 min)

Answer 1

Multiverse was founded to help employers solve for two key issues: how can I diversify my workforce & how can plug the technical skill gaps in data/engineering to keep up with digital transformation

Multiverse delivers professional apprenticeships which can solve both these challenges hand in hand.

Question 2

Call opener

Answer 2

So sorry to bug you but I was looking at your linked in and saw you have XYZ initiative. Do you have 2 minutes to discuss how my company is solving for this at other top brands like Meta, Google, salesforce, and verizon?

Question 3

We’re all set

Answer 3

Completely understand that you may not have any need for services, However the issue we solve is typically top of mind for most of the Fortune 500 companies likes yours that we speak to..

Out of curiosity is hiring diverse talent a priority for you?

Question 4

Questions after pitch to keep convo going

Answer 4

Pitch

○ How has X company approached finding engineering and technical talent?
○ How are you currently tackling hiring for diversity?

○ Have you ever looked into a process like this in the past? Who was a part of that process? Who would feel left out of the meeting?

Question 5

you need to talk to HR

Answer 5

Understood - we work with many HR partners, However our most successful partnerships actually start with conversations within the teams that we would be helping

Does your team currently have open headcount for X roles?

Question 6

How many members/applicants do you have?

Answer 6

4,500 applicants per week (230,000 a year)

Over 8,000 members

3% acceptance - done via testing that does not disadvantage any particular group.

Question 7

im busy right now

Answer 7

Completely understand that I may have called you out of the blue and I don’t want to waste your time…

Most CEO’s that I speak to are saying that their highest priority right now is addressing the shortage in digital skills and diversity within their organization…

Is this a focus for your team as well?

Question 8

We have our own internal process for this

Answer 8

Of course, if you already have an internal process it makes sense why you wouldn’t me interested in MV.

Our partner American Express actually felt the exact same way because when we approached them they had an internal program as well.

However what they found was that the curriculum MV was provided apprentices was far superior to their own internal resources, and outsourcing some of the training allowed their team to focus time on more productive efforts

Question 9

Can you send me an email?

Answer 9

Of course, I just want to make sure what I send you is relevant

Can you tell me a bit about your initiatives for hiring and tech talent

Question 10

Whats a professional apprenticeship?

Answer 10

• We recruit high potential under represented talent, ages 18-26 as an alternative to a 4 year college education.

These individual are then employed full time by your company, while being trained by multiverse in both the soft and hard skills on the job.

We’re unique in the level of training we provide, we will create a tailored curriculum & training program to match your companies needs (if you’re on tableau, vs snowflake, etc) and MV employs an industry expert as a 1:1 coach to train kids more holistically in technical, career development, skills.

Typically its a 3 month bootcamp, then a 90-10 training/work model.
* This model delivers benefits for both the individual and the employer
○ 87% of apprentices stay for 3 or more years (including 1 year apprenticeships)

Question 11

Generic Customer Story (diversity) - Citizen bank

Answer 11

Citizen bank - we launched our first cohort with them in providence rhode island

• This area is all people who look like me
• Gotten such great feedback, that we expanded out of engineering into HR, data, & marketing
• 80% of apprentices accept offers at completion

Question 12

Are most people joining existing teams or their own team?

Answer 12

• Cisco: Graduate classes start together
• Verizon: filling open roles in various parts of the business as they come up: marketing, etc.

Question 13

MV employee retentions numbers

Answer 13

On a 5 year scale - a MV employee is staying with employers 2x as long as typical college grad… 87% stay more than 3 years.

60% of companies who sign on with us decide to expand their partnership with within 6 months. so before the apprentice’s year is up they expand to more.

Question 14

How do you differ from year up?

Answer 14

A partner of ours, great company but different idea. Interns vs apprentices

6 months of front loaded classroom training before a 6 month internship placement
4.5 days on-the-job with half day ongoing skills workshops

~45% of interns are hired stay, 90% are hired

Question 15

How do you differ from Apprenti?

Answer 15

frontload 2-5 months of classroom learning with minimal on the job learning and application
Requires employer to designate in-house mentors to provide support

Great company just newer, 8,000 placed vs 1,000 - diversity numbers are much lower

82% BIPOC, 50% women vs 50 bipoc 25 female

Question 16

How do you differ from open classroom?

Answer 16

Still in the early days of apprenticeships offering (launched in the UK in 2019)
Relies on core team entirely based in France

Only 6 coaching sessions per kid, focused soley on technical. no wholistic business best practices & professional development support

Question 17

HOw do you differ from pluralsight?

Answer 17

no 1:1 coaching, no talent acquisition

Just online training in just technical skills, not wholistic

Question 18

How do you differ from general Assembly?

Answer 18

<8% of candidates are black; <30% of software engineering candidates are female

Focuses primarily on frontloading technical skills

Question 19

What are your diversity numbers?

Answer 19

89% BIPOC, 63% women, 36% from under-resourced communities

Question 20

We are not hiring right now with the economy

Answer 20

Totally hear you, we are hearing this across a ton of companies right now. Fedex was also doing a hiring freeze during covid, so they focused with us on reskilling and upskilling to make sure they were being as efficient as possible with the workers they did have.

Im working with striker who’s going through the same thing right now, what they’ve done is focus on productivity. What are you doing for this?

Question 21

How do you price?

Answer 21

We charge a $4,000 recruiting fee, and then a $15-18,000 training fee per apprentice.

However, typically, we recommend people pay apprentices 60-80% of what you’d pay a typical entry level role, as you are investing in their training for them.

So this nets out to equate to roughly the same overall expense

Plus - when you factor in how much you will save due to attrition (apprentices typically stay twice as long as 4 year grads) and saving on consultancy’s

The ROI is massive.

Question 22

Ask for ROI model call

Answer 22

How do you typically evaluate new proposed expenses internally?

We have an internal team (ex mckensy & pwc) that helps us build out estimate ROI models for our customers. We plug in company data like attrition rates, salaries, and consultancy spend to estimate exactly how much return you should see from Multiverse.