15–20%every six months
A raise you never have to ask for
Stay on the same job and the rate goes up on a schedule. No annual review, no working up the nerve, no being told it is not the right time.
The People Services Company
Hiring should
take one tap.
The screening, the background check, the reference calls, the rate negotiation — all of it already happened. What’s left is the tap.
Every person on OpenTime is employed by a licensed staffing agency — with a raise every six months, health insurance at 20 hours a week, and pay for every interview they sit.
Available now$34/hr
Mika R.
Accounts Payable · Bilingual EN/JP
- Reconciliation
- NetSuite
- Vendor disputes
Background, skills and reference checks cleared 11 days ago
On OpenTime
0.000s
Waiting for your tap
The old way
44d 00:00:00
Still counting
Built by Gigazon Internet Capital Limited
Gigazon has advised on staffing technology and automation since 2019. OpenTime is what it built after seven years of looking at the same problem from the inside. About the company
Markets
- United States
- Canada
- Japan
- United Kingdom
Why it can be one tap
The work doesn’t disappear.
It moves.
Every check you would run on a new hire still gets run. It just happens before you ever open the app, once per worker instead of once per opening — so it is finished and paid for by the time you need someone.
Doing it yourself
days elapsed- 01Write the role and post it3
- 02Wait for applications to arrive15
- 03Read 180 résumés, half of which overstate something20
- 04Phone screens24
- 05Find one hour that six calendars agree on31
- 06Interviews36
- 07References and background check42
- 08Offer, negotiation, counter-offer44
Forty-four days is the average, not the bad case. And roughly one offer in three is turned down at the end of it — which puts you back at step one, on day forty-five.
Doing it on OpenTime
who does itThe agency, once
Verifies identity, skills, references and background. Sets a rate band the worker can move within. Publishes the profile.
The worker, continuously
Keeps their real availability current, because unavailable profiles do not get hired.
You, in the moment
Search the skill you actually need. See who is free. Tap. The contract issues and they start.
Nothing is skipped. The vetting is simply not on your clock — and it is not repeated for every business that hires the same person.
One platform, four sides
Hiring has four parties.
So does OpenTime.
Most platforms build for the buyer and leave everyone else with a web form. Each of these is a real app, built for what that person actually has to do.
You need someone on Thursday.
Search by the skill you are actually missing — not by job title. See who is free. Hire, extend or end a contract without a phone call.
Search the skill, not the title
Not “accountant”. An accountant who has taken a loan application through to close.
Availability is live
The calendar you see is the one the worker keeps. If it says Thursday, it means Thursday.
Hire without negotiating
The rate band was agreed when the profile was verified. There is nothing left to haggle over.
Interview only if you want to
Optional, scheduled against real availability, recorded if you want a second opinion.
Bring your team in
Invite managers to hire against your account while you keep approval and spend control.
Extend in one tap too
Contract running out and it is working? Extend it before they are gone.
The part nobody else built
Flexible work took the floor away.
We put it back.
The bargain of the last decade was simple: choose your own hours, and give up every protection that came with a job. OpenTime does not accept that trade.
20 hrsa week
Health insurance that survives the gap
Twenty hours a week qualifies you for full coverage — and it does not lapse the moment one contract ends and the next has not started.
$50–100per interview
Paid for the interview either way
An interview costs you a morning, childcare and a bus fare whether or not you get the job. On OpenTime you are paid for it either way.
Fundedtime off
A vacation that is not unpaid
Money is set aside as you work, so taking a week off is a week off — not a week of lost income you spend the month dreading.
If you are hiring, this is not a nice touch. It is the reason the person you book today is still on the platform, still verified and still good in six months.
Marketplaces that treat workers as inventory churn through them, and the buyer pays for that churn in quality. Retention is a feature you are buying, whether or not anyone puts it on the invoice.
The structure
Employees.
Not a loophole.
Everyone working through OpenTime is employed by a licensed staffing agency. Not a contractor with a disclaimer attached. That single fact is what makes the raises, the insurance and the paid interviews possible at all.
It is also why the model does not need to hold its breath every time a court or a legislature takes another look at gig work. Staffing agencies have been lawful employers for a century. We did not invent a new category — we used the one that already works.
Classification
The question other platforms are still in court over
Whether the people doing the work are employees is the fight that has followed every on-demand platform of the last decade, across a dozen jurisdictions. On OpenTime it was never a question. They are employees, of the agency, from the first day.
Employee rental
A downturn does not have to mean a layoff
When work goes quiet, you can list a person’s spare capacity instead of cutting them. Someone else covers the hours; they stay employed, insured and yours. When the work comes back, so do they — with the years of context you would otherwise have paid to rebuild from scratch.
In 2020, a great many of those layoffs did not need to happen.
Where this came from
Built slowly,
on purpose.
In 2017 I kept watching the same thing happen from two directions. Businesses spent months trying to fill one role. Staffing agencies sat on databases of five, twenty, fifty thousand people they had already paid to find — and had no way to know which of them were free this week.
Both sides were desperate for each other. Neither could see the other. That is not an inefficiency you fix with a better job board.
So it took five years and six million dollars, because the shortcut version of this is the version that gets someone hurt.
No minimum viable product. No pilot that quietly does the vetting by hand. Four finished apps, the agency employment model, the benefits, the invoicing, the compliance — built and working before anyone was asked to trust it with a payroll.
Kyle Burns
Founder, OpenTime
- in development
- 5 yearsin development
- invested to date
- $6Minvested to date
- shipped apps
- 4shipped apps
- features described as “coming soon”
- 0features described as “coming soon”
Request access
Tell us what
you’re short of.
OpenTime opens one market at a time, because a hiring platform with nobody available in your city is just a website. Tell us the role and the place, and we will tell you honestly where we are with it.
If we are not live near you yet, we will say so rather than take your details and go quiet.