We don’t send you 400 CVs. We send you five, with the sentence that proves each requirement.

Hiring

Post the role as a conversation

Describe it; the requirements come out as a list you correct — what is required, what is a bonus. No form with forty fields.

Applicants ranked with the evidence

Every applicant and everyone in the pool, compared against your list. Click a requirement and you read the candidate’s own sentence.

What nobody met is shown, not hidden

A tool that drops unmet requirements inflates every score. Ours keeps them in the result, so the percentage counts what is missing too.

Introductions instead of an inbox

A candidate in the pool who clears your bar is introduced with times they are free. Pick a slot and the meeting exists, with a link, on both calendars.

Internal mobility

This half needs nobody outside the company. It is the fastest thing to try: map the people you already employ, and the next staffing question answers itself.

Map the team you already have

Each member’s graph rolls up into a picture of what the company can actually prove — read from evidence, not from a skills matrix somebody filled in once.

Answer “who here can do this”

The question that lives in three team leads’ heads becomes a query with receipts: who has done it, when, and the sentence that says so.

Against your north star

Set where the company is going and the alignment view shows where each person gives the most toward it, with the evidence for why.

Hire the gap, not the title

When the map shows a branch of the north star with nobody under it, that gap is the listing — written from what is missing instead of from a job title somebody else used.

Questions companies ask

What does it cost?

A company publishes on the exchange free for its first thirty days — create it, invite colleagues, post listings, read applicants. After that, publishing is a monthly plan. Mapping your own team and the internal views stay free. The prices are on the pricing page.

Can it explain a rejection?

Yes, and that is the design. For every candidate the system lists which requirements were met, by which claim, with the candidate’s own sentence as the evidence, and which were not met. A person makes the decision; the comparison is what they read. The EU AI Act page goes through what that means for the obligations that apply to recruitment from August 2026.

Do candidates have to be on the platform?

To be compared, yes — the comparison is made against their graph, and a graph only exists where somebody built one. You can invite applicants to create one, ask for a proof card alongside a CV, or map your own team first, which needs nobody outside the company.

What do we see about a candidate?

The comparison: which of your requirements their claims meet, the quoted sentence behind each, and the resulting percentage. Not their private graph, not their goals unless they chose to share them, and nothing at all from somebody who has not entered the pool.

Is our own data visible to anyone?

A company being public makes it findable, not readable. The north star, the alignment view and the billing record are for members and HR whatever the company’s visibility, and the access check lives in one place so a route cannot quietly skip it.

How long does it take to get value?

A listing takes about ten minutes from conversation to published. Mapping a team is a day: each person uploads a CV or talks for ten minutes, and the alignment view is readable the same evening.