Built to open doors — never to close them.

How we match you to jobs

We don’t just match keywords. Every time you view a job, we compare it against your profile and CV using the same things a good recruiter would look at — in order of what matters most:

1. Your skills — do you have what the role actually asks for
2. Your experience level — is this role at the right stage for you
3. Your industry background — have you worked in a similar space before
4. Your education & certifications
5. Your preferences — location, salary, and the kind of role you want
6. Your career path — we look at how your experience has grown, never at gaps in it

You’ll see a match band — Strong, Good or Possible — and the top reasons behind it: not just a label, but why a role fits you. No guessing.

We help you apply, too

Once we know why a job fits, we use that to help you put your best foot forward:

1. A job summary in plain English — what the role actually needs, and how you stack up against it
2. A CV built for this job — we highlight the parts of your experience that matter most for this specific role, so it’s not a one-size-fits-all document
3. A cover letter starting point — a first draft that pulls out your strongest, most relevant experience, ready for you to personalize before you send it

You’re always in control — every draft is yours to edit before it goes anywhere.

Our commitment to fairness

Matching should be about what you can do, not who you are. We never use age, gender, race, religion, disability, marital status, or similar personal characteristics in how we match or score you — even if that information appears somewhere in your documents. Career gaps are never held against you. And a real person is always the one making the final hiring call, not an algorithm.

How we rank your candidates

When candidates apply to your role, we score each one against the job — consistently, and on the same criteria every time:

1. Skill match — how closely their experience lines up with what you actually need
2. Relevant experience level — not just years worked, but years that count for this role
3. Recent experience — we weight recent, relevant work more heavily than older experience
4. Track record — real, measurable achievements from their CV, not just job titles
5. Education & certifications
6. Cover letter — we check whether it’s specific to your role and backed by real examples, not just polished writing

You’ll see a ranked shortlist with a clear reason for every candidate — what they matched on, and where the gaps are — so you’re never working from a black-box score.

You always make the final call

Our system surfaces and ranks candidates for you to review. It doesn’t auto-reject or auto-shortlist anyone — every hiring decision stays with you.

Our commitment to fairness

We built this to score people on what they can do, not on things like age, gender, race, religion, disability, or family status — those are never part of how we rank candidates, even if they’re visible in an application. We also deliberately don’t score cover letters on writing polish alone, since that can unfairly favor some candidates over equally qualified others. It’s about finding the right person for the job, fairly.