Just a Tuesday · Project tracker
Updated after Day 1 build session. Six phases from foundation to veteran beachhead launch.
Mission updated: JAT now leads with veteran military-to-civilian translation as its emotional core and beachhead differentiator. "You served. We translate."
Check off completed items to track your progress toward the first paying employer.
Problem and solution framing
Core insight documented. Candidates free, employers pay, AI matches.
Mission statement v1.0
"A cover letter for your entire career." Locked June 10, 2026.
Veteran mission identified
"You served. We translate." — the emotional core and beachhead differentiator.
Business model defined
Subscription access. Employer pays. Candidate always free. 90-day pause policy. Founding member pricing.
Competitive landscape researched
Talentprise tested firsthand. Gaps confirmed — predefined containers, binary questions, no domain depth.
Tech stack scoped
Next.js, FastAPI, PostgreSQL, Claude API, pgvector, Auth0, Stripe, AWS/Vercel.
Token and cost model understood
5 agent types identified. Structured forms reduce tokens ~70-80%. Cost simulator built.
Landing page
Public face. Mission, how it works, dual CTA for candidates and employers. Founding member language.
Candidate intake form
5 sections: story, how you work, what's next, logistics, industry context. Forward-looking, honest by design.
Employer intake form
5 sections including the honest part. A&D-specific fields. Inline coaching for vague inputs.
Employer intake intro screen
Visual flowchart, recruiter vs. hiring manager routing, time estimates that update dynamically.
Document upload component
Drag and drop, file validation, DD-214 detection and rejection, military fields prompt, resume extraction simulation.
MOS military-to-civilian translator Live AI
Real Claude API calls. Any MOS/AFSC/Rate → civilian roles, skills translation, employer insight, interview prep.
Match report — pilot deliverable
One-page employer output. Ranked candidates, score breakdown, AI explanation, conversation starters.
Candidate dashboard
Visibility toggle, match scores, activity feed, profile completeness, why employers are viewing you.
Employer match results dashboard
Ranked candidates, filter bar, expandable profiles, outreach unlock, hiring pipeline tracker.
Admin dashboard
Platform health, match quality, live activity, revenue tracking, alerts, candidate pool management.
AI matching prompt architecture
System prompt, user prompt template, 4-dimension scoring, example output, implementation notes for Kevin.
Token and cost simulator
Model selector, scale sliders, per-agent cost breakdown, monthly P&L projection, dynamic insight.
Kevin Hake — concept message sent
Brother, software engineer, InPress founder. Validated the problem in 11 words. Concept shared.
Carmelo / Lindsey at 95 Nutrition — sent
Entrepreneur network. Cross-industry hiring perspective. Awaiting response.
Debrief validation responses
Bring responses back here. Extract validation signals, objections, and product shaping insights.
Mark Sacco — candidate conversation
Recently let go. When timing is right — not yet. Natural first candidate profile when ready.
Collect 5 real candidate profiles
People you personally know. Use the intake form. Real honest answers only.
Identify first pilot employer
One hiring manager you know with an open role. The conversation that proves the model.
Run first manual match
5 candidate profiles + 1 real job requirement. Use Claude. Deliver one-page match report.
Employer feedback on first match
"Did this feel different? Would you pay for this?" A yes changes everything.
Connected navigation — one cohesive product
Link all prototype screens together so the demo flows end-to-end without switching files.
Veteran onboarding path
"Are you a recently separated service member?" branch that leads with MOS translation before standard intake.
Beta sandbox environment
Pre-loaded fictional profiles and roles. Family and friends can pose as candidates and employers to test matching logic before real users.
Brand exploration
JAT is the registered name. Explore visual identity and voice. Must feel different from legacy recruiting platforms.
Read: The Cold Start Problem — Andrew Chen
Required reading before launch. Recommended by Kevin. Defines the 5-stage network effect framework: Cold Start → Tipping Point → Escape Velocity → Ceiling → Moat. Key insight for JAT: build the first atomic network (Erie County, veterans + A&D employers) before expanding. The hard side is employers — crack that first. Eliminate zeroes — every candidate who joins must get immediate value even before matches exist.
Define atomic network — Erie County launch strategy
Kevin's insight validated by Cold Start framework: focus on Erie County first. Target 500 candidates + 50 employers in WNY aerospace and defense before expanding. One concentrated geography beats 1 company and 10 people in every state. Viable beats perfect. Nail the atomic network, then replicate.
Veteran partner outreach — Hire Heroes USA
Not to sell. To understand the translation problem from their side before building further.
⚠️ Deliberate questions — answer before building command center
Command center Q1 — first number at 7am
When you open the command center every morning, what's the first metric you want to see? MRR, active employers, matches generated, candidate pool size, or something else? This determines the dashboard hero section.
Command center Q2 — employer vetting depth
At early stage you manually approve new employer signups. How much do you want to know before approving? Business name and domain only, or also LinkedIn company page, DUNS number, stated hiring need, and headcount? Sets the vetting queue design.
Command center Q3 — badge visibility
Should employer badges be visible to: (a) employers only — tracking their own progress and what they need to earn next, (b) candidates only — evaluating employer credibility before engaging, or (c) both? This shapes the entire loyalty program UX.
Form LLC
~$200. Do this when an employer says yes to paying — not before.
Register domain name
~$15. Check availability. JATAI.com or equivalent.
Privacy policy and data handling
CCPA minimum. Resume data, clearance info protocol, retention policy, delete request process. No DD-214 storage policy explicit.
Terms of service — candidate and employer
Who owns what data, what platform does and doesn't guarantee. Separate terms for each side.
Data architecture — production ready
PostgreSQL on AWS. Encrypted at rest and in transit. DD-214 detection at network boundary. Role-based access.
Stripe integration
Employer subscription billing. Monthly and annual. Pause at 90-day inactivity. Prorated refunds.
Auth and security
Auth0 or Supabase. Separate candidate, employer, and admin login flows.
Kevin conversation — technical co-founder
Full demo ready. Show the prototype. Gauge his interest in building the real thing.
Seed candidate pool — 50 profiles
Personal network. Mix of aerospace/defense professionals and recently separated veterans. Quality over quantity.
TAP program outreach
Transition Assistance Program — mandatory for all separating service members. Get JAT recognized as a recommended resource.
First employer pilot — free or founding rate
White-glove onboarding. You personally involved. Goal is a case study, not revenue yet.
First successful match — document it
When a candidate gets hired through JAT. This is the founding story. Capture everything.
LinkedIn post — founder story
Not before something real to say. After first match or meaningful traction. Timing matters — not reactive.
5 paying employers — proof of model
$30,000 ARR at founding member rate. Enough to fund the real build.