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BaseMe lets candidates filter companies by declared values – climate action, gender equality, startup culture – flipping the traditional job search inside out.
ENTRY ANGLES
Platform matching Gen Z candidates with employers on values alignment and work meaningfulness · Flexibility-focused hiring platform integrating work-life integration preferences · Next-generation hiring platform integrating values alignment, flexibility preferences, and emerging Gen Z criteria
VERTICALS
CAPABILITIES
Candidate-employer matching algorithm beyond traditional resume/skills criteria, Values and culture assessment and mapping, Flexibility preferences profiling and matching
Allesgood's only product so far is an app called BaseMe – which the startup bills as "LinkedIn for Gen Z."
The core feature: candidates can search for prospective employers by the *values* those employers publicly declare. The list covers a broad range of priorities – climate action, regional community development, gender equality, global development, startups, and tech companies. In a loose sense, "startup culture" and "working in tech" are values too.
The matching works in reverse as well – employers can search for candidates based on stated values. To be found this way, candidates build profiles listing not just the standard credentials (age, education, work history, skills) but also the values that matter to them and that they'd want a future employer to share.
Companies can use the platform not only to extend full-time job offers, but also to invite candidates to company events or offer internships. That gradual onboarding matters particularly because BaseMe's core audience is upper-year university students – people who don't yet have time for a full-time role and haven't built the kind of work history that hiring managers traditionally lean on.
As the startup reports, 15,000 university students have used the app to secure extended internships at companies in Japan and internationally, as well as in student organizations. The platform serves 100 companies, including large names like Toyota, Asahi, and Suntory. Allesgood claims that matching by values produces an 80% offer acceptance rate.
Allesgood has just raised $3.18M, bringing total funding to $3.97M.
By next year, Gen Z will make up 27% of the global workforce. That alone explains why companies are paying close attention to how they recruit from this cohort.
The deeper issue is that this generation has a meaningfully different priority stack when evaluating jobs. Compensation still matters, obviously. But research consistently finds that "meaningful work" has moved to the top of the list, and the biggest anxiety Gen Z workers report is the fear of not finding work that genuinely excites them.
Meaningfulness and excitement are direct expressions of personal values. When a job aligns with those values, it feels significant – even if it's demanding, repetitive, or otherwise imperfect. When it doesn't, no amount of improved working conditions will manufacture the feeling of purpose.
As Allesgood puts it, this values mismatch is why one in three college graduates leaves their first job too quickly.
This isn't a uniquely Japanese phenomenon. Research in the US suggests that young workers will change jobs up to 10 times between ages 18 and 34 – partly, the data implies, because of values misalignment with employers.
Amusingly, this echoes a parallel trend in B2B sales: the growing number of platforms built around "value selling" – the idea that the most effective pitch isn't a feature list but a clear articulation of what a product actually solves for a specific customer. Cuvama ([covered here](/review/chtoby-bolshe-prodavat-nuzhno-perestat-delat-jeto)), which raised $4.2M, is one example. Its platform pushes sales teams to map every stakeholder at a prospect account, understand each person's specific challenges, and frame the product's value in terms of outcomes those individuals actually care about.
At its core, BaseMe is trying to do something structurally similar – just in reverse. Instead of a vendor selling value to a buyer, an employer has to sell the value of itself as a workplace to a prospective employee.
With Gen Z heading toward a dominant share of the workforce, and companies across the board struggling with talent shortages, the clear direction is building platforms that help companies find, attract, and retain Gen Z employees for longer.
These platforms need to support matching on a wider, more informal set of criteria than salary, skills, and resume history.
One key dimension is values alignment and work meaningfulness – which is what Allesgood is experimenting with.
A second dimension that consistently ranks in Gen Z's top three priorities is what used to be called work-life balance. But that framing – you work from 9 to 5, then you live from 5 to 9 – increasingly misses how this generation thinks.
A newer concept, work-life integration, better captures the idea: the boundary between work and life becomes porous. It means choosing your own hours if the schedule is flexible enough, or being able to bring a child to an office with proper childcare facilities, or traveling for work to places that also satisfy personal interests.
This is shorthand for "flexibility," and different people need different kinds of it. Flexa ([covered here](/review/jeto-stalo-vazhnee-zarplaty)) built a platform for finding employers that offer the specific flexibility each candidate wants – and raised £4M doing so.
Ideally, a next-generation hiring platform would integrate values alignment, flexibility preferences, and other emerging Gen Z criteria into one coherent experience, rather than betting the product on a single dimension.
Done right, such a platform could ride the structural shift in candidate behavior to displace legacy job-search incumbents and establish a new market leader. The addressable market is large enough to justify the bet – and the examples above are a reasonable place to start.