Thanks for the feedback. I should be a bit more clear - the calls today are not really meant as a way for you to refer the person to your company. We started th

Thanks for the feedback. I should be a bit more clear - the calls today are not really meant as a way for you to refer the person to your company. We started that way, and learned it was both shady and really ineffective (i.e. what are the odds that if I choose to speak with someone at team A in Goldman Sachs that they will want to refer me, and that that referral will result in an interview or a job). Instead, today this is mainly coaching and practice. Later, we're aiming to get insiders to "Rate" the candidates they speak with and have the best-rated ones get sent over to 10,20,100 companies that we partner with as qualified leads. This helps candidates get noticed more and "credentialize" themselves because someone (or many) in the industry screened them over 30m calls and thought they were a good fit. This lets companies see an added signal that is not their resume, their school, their GPA, or their LinkedIn. It also helps companies discover diverse & non-obvious talent, something we know first-hand is an important issue to them. Even for the companies who don't care about diversity in the traditional sense, they need to diversify their pool because everyone is going after the same 2% of "good-on-paper" candidates from Harvard and Stanford, because no one can cost effectively vet candidates from the much larger rest. Interviewees pay because this is time-consuming and valuable insight from the insiders, and because otherwise we rely on altruism which we feel does not scale.