I am a headhunter with several clients. Does this work for me?

Yes. One account, with a company for your agency, and each client can add you as HR so their roles run under their own name. The pipeline view brings every role you run into one place.

How large is the pool?

It is young and growing, and we would rather say so than round up. Your own applicants go through the same pipeline from the first day, so the process is worth having before the pool is deep: invite the people you already have to apply, and you get the evidence, the test and the scheduling.

Does the system reject people?

Never. It finds, invites, grades multiple choice and organizes. Someone who falls under your pass mark waits for you to decide. Turning a person down and making an offer are always a recruiter’s act, recorded with who did it and when, which is also what the EU AI Act asks of recruitment systems.

Why can’t I see names at first?

Two reasons. Someone who has not said yes has not agreed to be seen by you, and the moment before you know a name is the moment you read a candidate most fairly.

You, or a draft from the role’s own requirements that you edit before anyone sees it, with situations from the work and questions that need the domain and the profession at once. Open answers are read by a person.

The first thirty days of publishing are free, then publishing is a monthly plan, and the prices are on the pricing page. No fee per hire.

For HR and headhunters

Your secret weapon: the right person, found before anyone else thinks to look.

The candidate who changes a team is rarely the one with the right title. They sit where a profession meets a domain, they care about the work for its own sake, and a keyword filter throws them out. We find them with evidence, then run the whole process around your decisions.

Post your first role, free for 30 days See how a match explains itself

No card. You describe the role by talking about it.

From a conversation to a signature

1
Talk
Describe the role in any language. The requirements build themselves while you talk.
2
Match
Several times a day we check everyone in the pool, and new people as they arrive.
3
Invite
People who clear your bar are asked. You read numbers first, the name after they say yes.
4
Shortlist
You choose. This is the call that needs a recruiter, so it stays yours.
5
Test
The same test and the same clock for everyone. Multiple choice grades itself.
6
Interview
Top scores take the places. Hours that suit the panel are offered, and one click books it.
7
Offer
You make it, they answer here, and everyone still in the process hears how it ended.

What a CV search cannot see

Every candidate comes with four readings, each of which opens into the sentences behind it. A reading the role never asked about says so, because that is different from zero.

The intersection of profession and domain: A backend engineer is easy to find. A backend engineer who spent ten years inside hospital logistics is not, and that person needs a fraction of the onboarding and asks better questions in week one. We keep the two apart and read them together: being strong on one side cannot make up for nothing on the other.
Internal motivation: What keeps someone good at the work after the novelty wears off is rarely on a CV. We read what people say they want, and what they built or studied when nobody asked. It is what they said and did, with the sentence behind it, and never a guess at what they feel.
Multidisciplinary people: The person who bridges two fields looks like a poor fit to any filter built for one, so they are the ones a search throws away first. We count the separate disciplines a person actually spans, joining the ones that are really the same thing, and show you the list.
Evidence, not keywords: Each requirement is met by a claim, and each claim keeps the sentence it came from. “ReactJS” meets a requirement for “React”, related skills count as partial, and what nobody met stays in the result.

Everything around your decisions runs itself

Mail to everyone, at every step: Invitation, test, result, interview time, reminder, outcome. The candidate, the panel and you each get what concerns them, and the outbox keeps a record of it.
Deadlines that bite on their own: An unanswered invitation lapses, a test closes, an unpicked interview place goes to the next person. Both sides are told, and you chase nobody.
A reserve list that refills the panel: Set how many interview places a role has. Whoever passes beyond that waits by score, and moves up by themselves the moment a place opens.
No double bookings: Two candidates can be offered the same hour. Whoever clicks first has it, the other is offered the rest, and nobody’s other interviews are ever offered to them again.

Competition that works

Many people, many companies, all at once. The rules are built so the best candidate wins the place and the fastest good company wins the candidate.

A fair race between candidates: Interview places go by score once the whole round is in, not to whoever submitted first. A candidate sees how many others stand at their stage, and never who.
An honest race between companies: The good ones are in several processes at once. If they choose to, candidates let you see how many, as a number and never a name, so you know when you cannot take your time.
Nobody’s attention can be bought up: A person receives a limited number of invitations a week across the whole platform. An invitation from here stays worth reading, and a big budget cannot crowd out a good role.

Answering to a founder or a CEO?

They get one view of everything you run: where it stands, what is stuck, and who already in the company could do the job.

What leaders see

Questions recruiters ask

I am a headhunter with several clients. Does this work for me?: Yes. One account, with a company for your agency, and each client can add you as HR so their roles run under their own name. The pipeline view brings every role you run into one place.
How large is the pool?: It is young and growing, and we would rather say so than round up. Your own applicants go through the same pipeline from the first day, so the process is worth having before the pool is deep: invite the people you already have to apply, and you get the evidence, the test and the scheduling.
Does the system reject people?: Never. It finds, invites, grades multiple choice and organizes. Someone who falls under your pass mark waits for you to decide. Turning a person down and making an offer are always a recruiter’s act, recorded with who did it and when, which is also what the EU AI Act asks of recruitment systems.
Why can’t I see names at first?: Two reasons. Someone who has not said yes has not agreed to be seen by you, and the moment before you know a name is the moment you read a candidate most fairly.
Who writes the test?: You, or a draft from the role’s own requirements that you edit before anyone sees it, with situations from the work and questions that need the domain and the profession at once. Open answers are read by a person.
What does it cost?: The first thirty days of publishing are free, then publishing is a monthly plan, and the prices are on the pricing page. No fee per hire.

Describe one role. See who it finds.

Ten minutes of conversation gives you a role that matches itself several times a day, and a process that organizes everyone in it.

Start with one role See the prices