For owners and executives
The people you hire are the strategy. See it, steer it, and stop guessing.
You answer for where the company goes, and that is decided by who you bring in. Most hiring tools give you a pile of CVs and a recruiter’s word. This gives you one view of all of it, and candidates read for what actually predicts the work: the domain they know from inside, why they do it, and how far they reach beyond one field.
No card. The free period starts when the company is created.
What matters, and what a CV leaves out
- Motivation is what you cannot train
- Skills can be taught and tools change. Whether someone cares about the problem your company exists for cannot be installed. So when you say what the work is for, candidates are read against what they have said they want and what they did unasked, with the sentences to show for it. It is evidence for a conversation, not a verdict on anyone’s inner life, and the interview remains yours.
- Advantage lives in the intersection
- An average engineer is replaceable, and so is an average domain expert. Someone who is both is not, because they see what neither side can. The intersection reading is built so that one side cannot compensate for the other, which means it shows you exactly the people a title search misses.
- The hard problems sit between disciplines
- Your most expensive problems rarely respect the org chart. People who have worked in more than one field translate between teams, and they are the ones whose CVs look strange to a filter. We show how many separate disciplines a person really spans, and which.
- A hire is a bet on direction
- Set the company’s north star and the agent that helps describe each role checks whether what is being asked for leads there, and says so when it does not. The role gets written from where you are going, not from a title someone else used.
Run HR from one page
- One view of all hiring
- Every open role, every stage, across the company: how many people at each step, how many hires so far and how long they took.
- What is stuck, and with whom
- People waiting on the company for more than three days are counted per role and per recruiter. The good candidates are in other processes too, and silence is how you lose them.
- Who carries what
- See each recruiter’s load, and hand a role to someone else in one move. The pipeline and everything in it goes with it, and they are told.
- The quality of what is coming in
- For each role, the best intersection and the best motivation among the active candidates, so you can tell a slow search from a search that is finding the wrong people.
Look inside first
- The person may already work for you
- Before you pay for an external hire, the view lists anyone in the company who clears the bar of an open role, read from their own graph.
- See the team you actually have
- Each member’s graph rolls up into what the company can prove, and internal positions with nobody in them show up as gaps.
- Your own people stay out of your search
- Matching never puts a company’s members in front of its own external pipeline, so somebody quietly looking does not turn up on their manager’s board.
Automated, and still accountable
- A person makes every decision about a person
- The system finds and organizes. Shortlisting, turning someone down and making an offer are done by your people, on the record.
- A record you can stand behind
- Every move on every candidate is kept: who, when, and the reason. The EU AI Act treats recruitment AI as high-risk, and a score with no reasons cannot answer it.
- Your strategy stays yours
- A company being public makes it findable, not readable. The north star and the leadership view are for your own admins, whatever the company’s visibility.
Questions leaders ask
- Do I need an HR department to use this?
- No. A founder can describe a role and run it alone, and the process organizes itself. When you do have recruiters, invite them as HR and keep the overview.
- How do you measure motivation?
- We do not measure it, and we would distrust anyone who claims to. We compare what the company says the work is for with what the person has said they want and what they built or studied unasked. You see the sentences. It is never mandatory, so nobody is kept out for not having written down a goal.
- What if we have nobody in the pool for a niche role?
- The pool is young, and for a niche role it may be thin. Your own applicants and your own people still get the same reading and the same process, and matching keeps running as new people arrive.
- Can I see what my recruiters decided and why?
- Yes. Each candidate has a history of every step, who took it and the reason they gave.
- What does it cost?
- The first thirty days of publishing are free. After that publishing is a monthly plan, listed on the pricing page. Mapping your own team and the internal views stay free.
Start with the role that matters most.
Say where the company is going, describe one role, and see who it finds, inside the company and out.