I could see this model work really well by focusing on a specific set of larger tech companies - ie, Google, FB, Twitter. I like that your incentives are aligned with employees, and not split (in the way that recruiters are)
You'd be able to amass some key intelligence on how to negotiate with various hiring managers and departments over time. Right now, this is tribal knowledge.
However, I'm not sure most of the value prop is not covered by a combination of sites like Glassdoor and PayScale, and a set of articles that guide you on how to do salary negotiations effectively.
GlassDoor and PayScale are great for general statistical research and "ballpark" analysis of offer information. But they're way less valid for the startup world, since equity grants are so wonky depending on stage, etc. Even within big companies, there is a ton of variance in terms of which orgs may be more or less generous, etc.
tl;dr they are no good at saying what you should earn.
Also, there is definitely a ton of salary and negotiation "advice" out there. But many of the people we work with, already tried reading it or talking to friends, etc. There is an enormous amount of stress and pressure at the last-mile, and a few essays in no way compare to someone with institutionalized knowledge actively working with you over Skype, coffee, or on the phone.
One of the first ideas I had in the space was a better Glassdoor of sorts. I discarded it quickly. http://offerletter.io is, fundamentally, very different.
You'd be able to amass some key intelligence on how to negotiate with various hiring managers and departments over time. Right now, this is tribal knowledge.
However, I'm not sure most of the value prop is not covered by a combination of sites like Glassdoor and PayScale, and a set of articles that guide you on how to do salary negotiations effectively.