Collect applicants' name and email before sending them to the company's job page

Pete Codes… let's say you get hired, uh and it kind of it m- helps to keep the companies honest, because if someone If, you know, Sarah gets hired through the your newsletter and she can see that she can get a voucher from you, and just be like, "Oh yeah, I just got hired by this company. Like, I'd like my voucher." Then you can like message company, and just be like, "Oh, Sarah just got in touch, and blah, blah, blah." So, was that kind of your intention?

Eric Turner… that's the point where I'm actually going to be getting revenue um from the companies. So yeah, that was just one of the the various kind of tactics that I'm using um is the, you know, the found-a-job link where they can click that and basically let me know which company it was, you know, what position um, and that as long as they actually did apply directly through the site, then I will send them It's a ¥3,000 um Amazon gift card for Japan. So yeah, just gives them an incentive um to let me know. Um, so I don't miss, you know, placements that I've made at companies, uh and I'm able to make sure that I get a at least a pretty good hit rate. And I do a lot of other stuff, too, um like when you actually go to apply, there is this interstitial uh model that pops up, and you do have to put in some information in order to actually continue on to the application. So, I do have a list of like name, email, um, you know, URL of all the people that did apply. And I can kind of use that as a heuristic, as well. And then, potentially do some other things, like, you know, l- just look at that list later. And if there's one company where it's like, "Okay, we've had this huge number of people, like hundreds of people applying and no one's joined yet," then I kind of know when that's like odd given like my normal averages for like number of applicants per hire, things like that. So, I can kind of go and look deeper at that list, um, you know, maybe do a little bit of sleuthing on uh various, you know, like LinkedIn, places like that. So, I have that data. So, I can always kind of go back um as necessary. Now, I also have a um like a fee actually in the contract, so, you know, there's basically a a certain percentage that they have to pay every month that they have a new hire that they don't tell me about. So, yeah, I try to deincentivize it in a lot of different ways. Um, and I think, ultimately, like, you know, I charge like a pretty fair price and everything. So, I just don't think there's that strong of a incentive for them to to lie and kind of ruin the relationship with us. Um, so, yeah, it's something I definitely monitor, but you know, it the business model is definitely viable at least in Japan. You know, I've …

Pete CodesYeah, that's awesome. Uh yeah, I like what you're saying about incentives as well. And, yeah, if you're going to like Yeah, it's if they're going to be like stupid and like blow up the working relationship, and not, and get banned from your platform just for the sake of one hire, it's probably not very smart. Um, would you mind going into like how Cuz, I imagine that's quite a weird Well, a hard thing to get a lawyer to do or something, or like, …