Great recruiting starts with great data.
Skip the AI resumes and start hiring the best talent. By using our novel recruiting algorithm, we can connect you with candidates that can't be discerned in the typical recruiting process.
We are a team of engineers and tech recruitment experts
After becoming frustrated with the traditional recruiting process in tech, we decided to dive into some of the data, only to discover that the vast majority of resumes - sometimes up to 95% of the resumes for a job application - are partially or completely AI-generated.
In computer science, there is the concept of garbage-in, garbage-out; the notion that you cannot derive high-quality insights from low-quality data. With the widespread adoption of AI tools, resumes are increasingly extremely low-quality data. When we realized the implications of this, we realized that we had to build a platform to replace this first, extremely important step of the recruiting process. If the resumes that result in phone screenings and video interviews are not credible in the first place, then it is virtually impossible to hire above-average engineers, no matter how good your selections interview.
Put another way, using the current hiring system in tech is like trying to find the best possible watch in a pawn shop - while there's a watch store next door - us.
How our process works
The way our process works is simple in principle: We take a large pool of software engineers (plus other roles such as data engineers and AI engineers) and continuously test them over a period of time with a proprietary set of tests specifically designed to measure competency at that particular role, in addition to soft skills and conscientiousness. Once we've found the best engineers, we match them with companies where their skills are a good fit. This way, our clients only have to worry about the interviewing process - not the initial screening process. In addition to hiring significantly better engineers, our clients can also save time and money by outsourcing their screening process to us.
Why we're better than the alternatives
If you surveyed strangers on the internet for their IQ, salary, or height, it's unlikely that you'd consistently get real answers - and precisely the same principle applies to hiring. Unlike competitors, we don't ask candidates for information they're incentivized to misrepresent - we test for it directly, in ways that are designed to be AI-proof.