Author

Annika Sunkara

From both sides of the spectrum, hiring is neither easy nor effortless. 

According to Pew Research, [more than half](https://www.pewresearch.org/internet/2015/11/19/1-the-internet-and-job-seeking/) of job seekers use four or more different resources in their job search. A seeker’s search typically lasts [five months](https://www.flexjobs.com/blog/post/how-long-should-a-job-search-take/#:~:text=%E2%80%9COn%20average%2C%20it%20takes%20about,applications%20to%20get%20one%20interview.) before they secure a job. This lengthy application process can be discouraging from a seeker’s standpoint. They begin to settle for positions and companies that do not fit their desired pay, lifestyle, and work environment, which places many people in unsustainable careers that they are dissatisfied with. 

Hiring is no simple task for employers either. Forbes reports that, on average, a job listing receives [118](https://www.forbes.com/sites/jacquelynsmith/2013/04/17/7-things-you-probably-didnt-know-about-your-job-search/?sh=4c456f743811) applications. While applicant tracking system software can perform a baseline analysis of applications, in an increasingly talented workforce, it’s difficult to weed out applicants who may still be qualified and competitive. Filling entry-level positions is a task in and of itself. [Research from The Rockefeller Foundation](https://yello.co/blog/nearly-half-of-companies-say-their-entry-level-roles-are-hardest-to-fill/) shows that while 97% of employers agree that entry-level jobs are central to their success, 43% of employers say their biggest challenge in filling entry-level jobs is bringing in applicants. 

Trailblaze is proud to pioneer a mutually beneficial solution to the hurdles of hiring. 
![Enter your description](https://cdn.trailblaze.to/website/blog_posts/banner_images/24-JH8NZ4153F-1685248408.jpeg)

## Trailblaze For Job Seekers 
Trailblaze effectively eliminates the challenges of a strenuous job search. 

First, we consolidate all stages of the search into one platform. Without Trailblaze, seekers switch from site to site applying for various jobs through various platforms. This type of job search is not just outdated, but unorganized and inefficient as well. It’s inevitable for seekers to lose track of their applications and grow tired of having to navigate so many different platforms. Alternatively, Trailblaze brings hundreds of listings onto one platform. From surfing job listings to submitting applications to communicating with employers, our app houses all the features a seeker could need to find a job that’s the perfect fit for them. 

Second, we emphasize finding jobs that fulfill all of a seeker’s wants and needs. On the app, users can turn on their location services to be shown job openings that are geographically nearest to them. Every listing displays information about the position’s requirements, pay, and benefits, so users can be sure they’re applying for a job that appeals to them. If a seeker has questions or concerns about a listing, Trailblaze rids them of the burden that is searching the web for company phone numbers and emails. Users can simply chat with employers directly from within the app, facilitating quick and user-friendly communication that is essential to expediting the hiring process. 

![Enter your description](https://cdn.trailblaze.to/website/blog_posts/banner_images/24-ZC2FWCH9IM-1685248861.jpeg)

## Trailblaze For Employers
We differentiate ourselves from other job platforms by taking our benefits a step further and extending them to employers. 

Trailblaze’s unique specificity to high school and college students and first-time workers makes our app the prime place for employers to reach entry-level job seekers. Employers who use Trailblaze have a rare advantage to tap into new and unrecognized talent before other employers can reach this demographic. 

We recognize how difficult it is to attract and retain entry-level workers, which is why we make joining Trailblaze easy. We require minimal information to join our platform and pride ourselves on giving specialized and undivided attention to employers to satisfy their company-specific hiring goals. 

Additionally, our built-in application tracking system, job management tools, and analytic tracking enhance employers’ abilities to gauge which jobs are being filled and what demographics they are reaching. As Trailblaze only continues to develop and upgrade our employer dashboard, employers who use Trailblaze can always rest assured that their hiring process is continually improving.
![Enter your description](https://cdn.trailblaze.to/website/blog_posts/banner_images/24-46V0P0H5NY-1685248978.jpeg)

## A Synergistic Relationship
Given the host of helpful features we offer to both sides of hiring, we foster synergy between seekers and employers. From entry-level workers to senior leadership, employees are the backbone of companies. Seekers and employers alike must be able to communicate effectively and make the hiring decisions that best benefit them. Only by doing so can we truly achieve a mutually beneficial hiring process.  


Posted

 How might we build a better hiring process.

Innovating a Mutually Beneficial Hiring Process

For first-time job seekers, the first step in trailblazing their professional career is finding entry-level jobs: positions that require little to no higher education or past work experience. Key to upward mobility, these jobs provide connections and equip young people with the knowledge and skills necessary to work their way up. They open doors to more specialized, higher paying job opportunities. However, increasingly, entry-level jobs are hardly entry-level. 

In 2020, [79%](https://blog.gitnux.com/entry-level-jobs-statistics/) of entry-level jobs in the United States required a Bachelor’s degree.

According to [a 2021 analysis of more than 3.8 million job postings on LinkedIn](https://www.linkedin.com/pulse/hirings-new-red-line-why-newcomers-cant-land-35-jobs-george-anders/), 38% of entry-level postings on the platform require a minimum of three years of relevant work experience. 

The five industries with the highest percentage of entry-level postings requiring 3+ years of experience are:  

1. Software and information technology (60%)
2. Manufacturing (50%)
3. Design (47%)
4. Education (45%)
5. Finance (44%) 


Job seekers are feeling the effects of requirement inflation. To narrow down the applicant pool, employers are beginning by ruling out applicants with no college degree or prior experience altogether. But, in the process, they are turning down a generation of creative, passionate and technologically savvy job seekers who have so much to offer to the workforce, and need these entry-level jobs to kickstart their careers. 

## What Young People Have To Offer
As millennials navigate their 30s and early 40s, Generation Z is officially the new class of first-time workers. [Members of Gen Z](https://www.pewresearch.org/social-trends/2020/05/14/on-the-cusp-of-adulthood-and-facing-an-uncertain-future-what-we-know-about-gen-z-so-far-2/) are more racially and ethnically diverse than any previous generation, and they are on track to become the best educated generation, dropping out of high school at lower rates and attending college at higher rates. The Top Employers Institute notes that Gen Z holds essential skills like multitasking, adaptability, self-reliance and comfort with technology that today’s employers need in order to facilitate innovation and advancement.
![Enter your description](https://cdn.trailblaze.to/website/blog_posts/banner_images/0-D5COSKR5GH-1684163806.jpeg)

## How Employers Are Responding
Despite the unique advantages Gen Z has to offer, in their race to fill positions, employers have made entry-level jobs more difficult for Gen Z to attain. [A 2017 research study](https://www.hbs.edu/managing-the-future-of-work/Documents/dismissed-by-degrees.pdf) published by Harvard Business School found that historically, employers did not hold completion of college as a prerequisite for hiring. However, the Great Recession marked a change. As the workforce has grown more talented and competitive, companies have raised their requirements as an easy fix for the difficulty of choosing just a few candidates from an overabundance of applicants. While many employers value the soft skills that entry-level workers possess, they are abstract and difficult for employers to test during the application and interview processes. Understandably, employers default to concrete factors like education and experience to ensure qualification. 

![Enter your description](https://cdn.trailblaze.to/website/blog_posts/banner_images/0-3U7TPTH0BF-1684164285.jpeg)

But as companies strive for maximum productivity, they overemphasize education and experience while devaluing skills. This requirement inflation is demotivating for first-time job seekers who are still working to complete their higher education, and these not so entry-level job listings make it increasingly difficult for young people to enter the workforce and make progress toward their future careers.  

## The Issue With Inflation

Requirement inflation unnecessarily exaggerates the amount and level of skills that companies actually need in an employee. [Research conducted by Robert Half](https://www.prnewswire.com/news-releases/survey-42-percent-of-job-applicants-dont-meet-skills-requirements-but-companies-are-willing-to-train-up-300813540.html) of more than 300 human resources managers and 2,800 employees found that 84% of surveyed companies were willing to hire and train candidates who did not meet all required skills, and 62% of surveyed employees were hired for a job without meeting all of the listing’s requirements. 

First-time job seekers are discouraged from applying for positions they possess the skills to succeed in. Companies that are willing to train inexperienced candidates owe it to seekers to cut their education and experience requirements and utilize skills-based hiring. Thankfully for young job seekers, many major companies are. 

## Success Through Skills-based Hiring
Facebook, Google and Walmart have all [relaxed their Bachelor’s degree requirements](https://www.hbs.edu/managing-the-future-of-work/Documents/research/emerging_degree_reset_020922.pdf) in recent years as efforts to diversify their talent pools. For entry-level workers in the tech industry who are suffering the brunt of experience requirements, skills-based hiring may offer a sense of relief. Talent shortages in tech have prompted many companies to employ skills-based hiring, and have opened up opportunities for young workers who previously would have been undermined. Only [26% of Accenture postings and 29% of IBM postings](https://www.cnbc.com/2022/04/25/companies-eliminate-college-degree-requirement-to-draw-needed-workers.html) have a degree requirement, and IBM Chief Human Resources Officer Nickle LaMoreaux said 50% of IBM job openings nationwide have no degree requirements. As articulated by Accenture North America CEO Jimmy Etheredge, “A person’s educational credentials are not the only indicators of success.” Since 2016, 80% of the entry-level employees Accenture has hired did not hold a college degree. 

![Enter your description](https://cdn.trailblaze.to/website/blog_posts/banner_images/0-NZH2EUXN2G-1684164503.jpeg)

Across the board from industry to industry, people have continually proved that education and experience alone do not define capability. Ellen DeGeneres, Steve Jobs, Walt Disney, Mary Kay Ash and Bill Gates are all examples of incredibly respected individuals who never earned college degrees, but undoubtedly had the talent, skill and ambition to be revolutionary. It’s up to employers to recognize this and make entry-level jobs truly entry-level.


Rewriting the Requirements: Making Entry-level Jobs Truly Entry-level

![Enter your description](https://cdn.trailblaze.to/website/blog_posts/banner_images/21-TOJWWVEXNE-1677281648.jpeg)
COVID-19’s impact on the US workforce is undeniable. 

- An estimated [315 million to 1.05 billion](https://www.mckinsey.com/industries/healthcare/our-insights/one-billion-days-lost-how-covid-19-is-hurting-the-us-workforce) worker days were lost due to COVID

- The number of job openings outweighs the number of unemployed people nearly [2:1](https://www.uschamber.com/workforce/understanding-americas-labor-shortage)

- [80%](https://www.shrm.org/resourcesandtools/hr-topics/compensation/pages/employees-say-salary-isnt-keeping-up-with-inflation.aspx) of employees believe their pay isn’t keeping up with inflation 

As companies rush to make up for productivity losses by hiring new workers, employers are turning to college and high school students to fill positions. Nowadays, finding a job isn’t the hard part– finding one that fulfills everything you want in a job is. Employers and job seekers alike need tools that have adapted to the post-COVID era. 

## Digitizing the Process
Walking into a store and walking out with a paper job application in hand is a thing of the past. The number of Americans who take their job hunt online has [doubled](https://www.pewresearch.org/internet/2015/11/19/1-the-internet-and-job-seeking/) in the last 10 years. Perhaps predictably, COVID only further digitized the hiring process. Now more than ever, employers require speedy, centralized technology that facilitates the review of applications and communication with applicants. Similarly, for job-seekers, this technology ensures they traverse the application and interview stages with greater efficiency. 

Especially for our target demographic, college and high school students, digitizing this process is essential. Generation Z is more comfortable and confident with technology than any previous generation. It is our firm belief that every job applicant deserves to feel comfortable and confident on their path to securing their dream job. 

![Enter your description](https://cdn.trailblaze.to/website/blog_posts/banner_images/21-STY2M5B4QT-1677280949.jpeg)

## Working Remotely
Between 2019 and 2021, the number of Americans who work remotely [tripled](https://www.census.gov/newsroom/press-releases/2022/people-working-from-home.html). Eliminating the constraint of commuting, working from home gives employees the freedom to work for any employer regardless of proximity. As a result, the number of job opportunities increases exponentially. Choice of work environment, improved work-life balance, limited stress and heightened flexibility scrape only the surface of the benefits of remote work. It’s no wonder millions of workers have made the switch to online. 

![Enter your description](https://cdn.trailblaze.to/website/blog_posts/banner_images/21-ECEUB6A0S8-1677281751.jpeg)

Remote work breaks the distance between job seekers and employers. With a larger pool of job opportunities, job seekers have greater freedom to apply to positions that appeal to all their employment wants and needs. As experts [project]([tripled](https://www.census.gov/newsroom/press-releases/2022/people-working-from-home.html)) that remote work will only continue to grow, Trailblaze is determined to establish more connections with remote employers and grow the number of remote work listings available on our platform. 

## The New Normal
While COVID had grave repercussions for businesses, it also transformed the job seeking journey. College and high school students are trailblazing the way for future generations to take advantage of a uniquely digitized workforce that caters to their unique relationship with technology. Embracing these opportunities is essential to adapting to our new normal. 


Navigating the New Normal: Finding a Job in the Post-COVID Era

After two years of offering top-grade job placement in the Bay Area, Trailblaze is proud to announce 
our expansion into Boston. 

![Enter your description](https://cdn.trailblaze.to/website/blog_posts/banner_images/20-I4DM3ZAJJV-1676348169.jpeg)

## Our New Target Demographic 
As we grow coast to coast, our company’s mission is adapting. College students account for 20% of Boston’s population. Rather than narrowing our target demographic to high school students, we’ve adopted a wider vision that taps into young adults’ need to financially support themselves through higher education and into the workforce. 
![Enter your description](https://cdn.trailblaze.to/website/blog_posts/banner_images/20-MC6QB3ENCP-1676345573.jpeg)

Searching for work in a big city is intimidating. Various companies have various requirements and processes for applications, exerting extra pressure on students navigating an already competitive workforce. For college students, their first job is the first step in trailblazing their professional life. Finding a position at a company that matches their values and provides upward career mobility is integral. Satisfying these needs, Trailblaze poses an easy and accessible approach to finding employment. 
## Our Strategy
We anticipate partnering with regional Massachusetts chains, whose open job opportunities will be published on our platform. Trailblaze users can surf the available positions and apply for any that match their desired hours, pay and experience. By directly connecting employers and potential employees, Trailblaze effectively creates and fosters a mutually beneficial relationship. 
![Enter your description](https://cdn.trailblaze.to/website/blog_posts/banner_images/20-DP9C6Q4ZH7-1676348310.jpeg)
## Our Vision
With our expansion implemented, we envision a greater connected Boston workforce, wherein first-time job seekers are equipped with the knowledge and resources necessary to market themselves to a wide variety of employers, find job opportunities that match their interests, and grow as professionals all on one platform. Consolidating these features into one app is a unique advantage that Trailblaze is thrilled to extend to a new demographic. 
![Enter your description](https://cdn.trailblaze.to/website/blog_posts/banner_images/20-4ELIBOI7YX-1676345353.jpeg)

Above all, we look forward to building close relationships with the local Boston community. Understanding the needs of our users is of the utmost importance, and our efforts to connect with our surrounding community will reflect this. We hope Trailblaze will leave a lasting, meaningful impact by revolutionizing the way employers and job seekers communicate. Trailblaze success stories from Bay Area users reinforce our confidence in our ability to make our mark on Boston. 
## Looking to the Future
Trailblaze users can expect to see Boston job listings on the platform. In the coming weeks, our social media will undergo a revamp, a key step forward in our initiative to more closely connect with our clientele. In-person events are also to come in the near future. We are incredibly excited to break into Boston and kickstart this new chapter of growth. 



Trailblaze announces its expansion to the Boston area. 

Breaking Into Boston

Jackson Lawrence

Aiden Appleby

![Trailblaze Logo](https://cdn.trailblaze.to/static/logo-assets/animations/trailblaze-logo-animation.gif)

Today, we are incredibly excited to announce that **Grindstone is now Trailblaze**. This evolution aligns with our redefined vision and direction – to provide first-time job seekers with ample opportunities in one centralized place and employers with a direct line to the next generation of workers.

We are confident that this new identity will resonate with our user base and excel us into the company’s next chapter. We look forward to bringing all our users on this journey as we trailblaze the next generation’s professional platform.

## Our Start

Trailblaze was initially founded as Grindstone - the student jobs platform. This began as a high school project to connect friends with opportunities in their local community. We recognized that it was incredibly difficult for students and young adults to break into the workforce and kickstart their careers. Current platforms failed to form a connection with first-time workers and provide them with adequate opportunities.

![Original Grindstone Mockups](https://cdn.trailblaze.to/static/blog/grindstone-to-trailblaze/evolution_grindstone.png)

As this project quickly evolved into a company, in 2021, we formed Grindstone Software Inc and began our journey to build a mobile-centric platform here in the San Francisco Bay Area. Employers saw the opportunity to tap into this once unreachable demographic, and the platform began seeing rapid growth. At this stage, the company launched its first fundraising round and started working on the final version of the Grindstone app.

Over this past year, we have worked to maintain and grow our mobile app, and with over 10,000 users in the Bay Area, we are ready to move into our next phase.

## Our New Direction

Through community feedback, we recognize that our original focus on gig opportunities did not provide our users with diverse career options. Furthermore, interactions within today's marketplaces fail to resonate with our userbase, which needs a more personalized experience.

With this feedback in mind, we have redefined our mission to fill the first-time employment vertical for upper-classmen high schoolers and college students. Providing them with a more integrated, interactive, and content-centric experience.

![Trailblaze Logo](https://cdn.trailblaze.to/static/blog/grindstone-to-trailblaze/blank-mockups.png)

Similarly, we identified a need to provide our employers with deeper analytics and the freedom to scale their jobs rapidly, which ensures an efficient and effective recruitment process. 

## Our New Brand

As we embark down this trail, we felt a need to expand our horizons.

Today, we announce our new identity as **Trailblaze**

![Definition of trailblaze](https://cdn.trailblaze.to/static/blog/grindstone-to-trailblaze/trailblaze-definition.jpg)

Similar to the definition, we believe all our users have the capability to construct the initial foundations of their future professions. As our users trailblaze through their early careers, we will continue supporting them with the necessary tools and opportunities to succeed.

## What the Future Holds

In an effort to make Trailblaze as accessible as possible, we are rapidly expanding across all platforms to give everyone an opportunity to tap into the network. We will have a suite of new products and services built for web and mobile in the near future. Furthermore, with our renewed focus on content-centric experiences, users will have access to a more interactive and enjoyable job-seeking process. 

Similarly, employers need better solutions to parse through the plethora of applicants and listings in their accounts. By utilizing modern technologies, we can eliminate the guesswork of the recruitment process and supply results efficiently. Larger employers also require more integrated team management systems across all platforms for their organizations. By building *Trailblaze for Businesses* we will give recruiters the upper hand when it comes to tapping into this new market. 

With this new brand and vision, we look forward to all that is to come. We hope to expand our product line and availability on all platforms globally. As we continue iterating, we will work closely with our Trailblaze community to ensure a platform that meets everyone's needs. 

We are so grateful for your support as we continue to expand. Our team looks forward to collaborating further with the fantastic community we have fostered.


We're rebranding and redefining our direction to better support our mission.

Grindstone Is Now Trailblaze

Blog posts from the Trailblaze team and community.

Blog

Innovating a Mutually Beneficial Hiring Process

Rewriting the Requirements: Making Entry-level Jobs Truly Entry-level

Navigating the New Normal: Finding a Job in the Post-COVID Era

Breaking Into Boston

Grindstone Is Now Trailblaze

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