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From “Who’s Your Daddy?” to Hiring at Scale: How StaffGlass Turned Buyer Insights Into a Hiring Platform for 20,000 Businesses

When Jared Rosenthal started his first company, he wasn’t writing code in a WeWork. He was driving a used RV around New York City, showing up at job sites to collect drug test samples.

It was as hands-on as a business could get — and it gave him something most SaaS founders skip: deep buyer intelligence from day one.

That first-hand exposure to employers’ needs became the foundation for StaffGlass, his hiring and onboarding platform now used by over 20,000 small and medium-sized businesses. And his growth wasn’t fueled by massive VC rounds — it came from positioning, relentless problem-solving, and smart marketing.

Lesson 1: Live Inside Your Buyer’s Workflow Before You Digitize It

Rosenthal didn’t start with a SaaS vision board. He started by answering calls at 3 a.m., driving hours for $100 jobs, and manually coordinating tests.

That ground-level perspective exposed pain points software alone could solve:

  • Employers wanted a single record that could trigger background checks, drug tests, and onboarding steps without re-entering data.

  • They needed faster turnaround to get candidates hired before competitors did.

  • They were spending money on multiple disconnected tools that didn’t talk to each other.

Instead of guessing what a “hiring platform” should look like, StaffGlass was built directly from these buyer pain points.

Takeaway: You can’t position a product to solve the right problems until you’ve lived them.

Lesson 2: Use Buyer Feedback to Prioritize Features

In the early days, StaffGlass customers asked for dozens of features — many unrelated to the platform’s core value.

Rosenthal applied a strict filter before saying yes:

  1. Does it solve a problem for many buyers, not just one?

  2. Does it strengthen our position as the go-to for hiring and onboarding?

  3. Will it make the platform easier to sell and easier to keep?

This kept StaffGlass from becoming a bloated “feature graveyard” and ensured every update reinforced their positioning.

Lesson 3: Turn Marketing Into a Positioning Asset

Long before SEO, Rosenthal made headlines with a bold guerrilla marketing move: painting “Who’s Your Daddy?” on the side of his DNA testing van.

It wasn’t just shock value. It positioned his business as approachable, memorable, and unafraid to stand out in a commoditized market. The stunt landed him national media coverage and years of inbound business.

Today, StaffGlass applies the same principle online:

  • SEO-first strategy to capture high-intent buyers.

  • Content designed to rank and reinforce their “hire fearlessly” positioning.

  • Tracking every ad click to the exact sale, so spend follows ROI.

Takeaway: Great marketing isn’t about reach — it’s about aligning every channel with the positioning you want to own.

Lesson 4: Integration as a Competitive Edge

StaffGlass’s biggest positioning differentiator? Integration.

Most SMBs use a patchwork of tools for hiring — job boards, background check vendors, e-sign platforms. StaffGlass turns those into a single flow:

  • Candidate applies.

  • Record is created once.

  • Background check, drug test, onboarding forms all happen without rekeying data.

This reduces errors, accelerates hiring, and creates stickiness — once a company integrates StaffGlass into their process, switching is costly.

Lesson 5: Scale Without Losing Buyer Focus

Rosenthal’s next vision isn’t just more features — it’s giving SMBs access to the same integrated marketing and web tools his own company uses to acquire customers.

Why? Because hiring and marketing are two sides of the same growth coin — both depend on positioning, integrated systems, and knowing your buyer cold.

Key Takeaways for SaaS & Tech Founders

  1. Don’t guess your way into product-market fit — get in the trenches with your buyers first.

  2. Let positioning drive your roadmap — build features that make your niche leadership clearer.

  3. Market boldly and measurably — every impression should reinforce your market position and be tied to revenue data.

  4. Solve for integration — buyers stay longer when leaving you means breaking multiple workflows.

  5. Think beyond your category — sometimes your next growth lever is in an adjacent pain point your buyers already have.

Why this matters for your business: Jared Rosenthal didn’t just digitize a manual process — he used buyer intelligence to design a product that fits perfectly into his customers’ hiring workflows, positioned it with memorable marketing, and built in retention through integration.

For SaaS and tech companies, this is the playbook: start with real buyer insight, position with clarity, and market with courage.