Features
A complete, resume-free hiring platform
From proving skills to a consented hire — every step is verified, anonymous-first, fair, and auditable.
The platform
Everything hiring needs, rebuilt around proof
Eight capabilities work together to make hiring verified, anonymous-first, fair, and fast.
Verified skills profile
An assessment built to detect cheating replaces the résumé with a portable, verified composite score.
Anonymous-first evaluation
Talent is evaluated on skills only; identity is revealed on mutual consent.
Blind talent ranking
Composite-score ranking on ability, with no name, photo, school, or past company in the mix.
Human-in-the-loop decisions
AI recommends and explains; a person makes — and is recorded for — every decision.
Zero-ghosting report cards
Every applicant gets a growth-framed report card. The word “rejected” never appears.
Assessment integrity layer
A photo identity check that only people compare, plus paste blocking and behavior signals, routes risk to a human, never an auto-fail.
Compliance-native hiring records
Designed for the EU AI Act, NYC LL 144, EEOC, and UAE Emiratization.
ATS, SSO and webhook integration
Webhooks, SSO and ATS sync, with API access coming soon — privacy boundaries hold across integrations.
Prove it once
A verified skills profile, not a résumé
Talent takes one vetted assessment built to detect cheating: an AI text interview and, for technical roles, a two-task coding round with questions about their own code. It earns a vetted score that is explainable, time-stamped, valid for a set period, and portable across every application.
- Technical: AI interview 40% and coding 60%. Non-technical: AI interview 100%
- Freshness badge and a retake cooldown
- No “résumé match” component, ever
Verified skills score
Medical Coder · Reused for every application
Score 88 · SampleEvaluate blind
Anonymous until you both decide
Every talent is born anonymous. Companies see verified scores and skills, never a name, photo, age, school, or past company. Identity and right-to-work details unlock only when a company advances a talent and the talent consents, for that one company, logged immutably.
- Opaque talent handles, never derived from PII
- Consented, per-company reveal at allowed stages
- Every reveal recorded in an immutable ledger
- 90Talent F1T6Backend Engineer
- 88Talent A7F3Account Executive
- 75Talent B4M1Operations Coordinator
Decide fairly
Ranked by ability, decided by a human
Verified talent is ranked on a job score you can shape: the vetted score, the job’s own interview and the match with the role. Below-threshold applicants are flagged for human review, never auto-rejected. AI recommends and explains; a person makes the call and is recorded against it, satisfying human-oversight requirements.
- No code path can auto-reject a talent
- Custom job-score weights per job
- Explainable recommendations tied to the deciding human
Operations Coordinator
- Strong: Process mapping, vendor management
- Grow: demand planning (+7 to reach the next band)
- Next: a tailored practice set
Protect identity
No PII ever reaches a model
Anonymity is a hard architectural boundary, not a setting. Personal information is stripped before any AI sees a talent profile, across scoring, the text interview, the coding round and ranking. The integrity layer records paste, focus and timing signals, never invasive webcam proctoring: the only photos are a selfie at the start and two during the AI interview, compared by people, never by a model.
- PII stripped at a hard boundary before any model
- Text-only AI interview; video is human-only
- Config-driven, swappable AI providers per task
Platform & security
Enterprise-grade under the hood
The controls and infrastructure that make verified, anonymous-first hiring production-ready.
Multi-region & residency
Pin data to the EU, India, or the UAE to meet GDPR, DPDP, and PDPL.
SAML SSO & scoped roles
Single sign-on, IP allow-listing, and RBAC + ABAC enforced server-side. The pricing page lists which plans include each.
Webhooks, ATS & API (coming soon)
Connect hiring to your stack; identity syncs only after a consented reveal.
Audit & compliance console
Immutable logs, bias-audit exports, and Emiratization quota reporting.
Fast & accessible
Pre-rendered, Core-Web-Vitals-tuned pages with AA accessibility throughout.
Notifications & email
Reliable, templated transactional email with consented marketing only.
Feature questions, answered
How the verified, anonymous-first model works in practice.
How is the verified skills score calculated?
How do you detect cheating without invasive proctoring?
Can the platform reject talent automatically?
When is a talent’s identity revealed?
Which integrations are available?
Why the platform works this way
The reasoning behind verified skills, blind evaluation and assessment integrity.
What skills-based hiring actually is (and what it is not)
Skills-based hiring decides on demonstrated ability, not proxies like degrees or job titles. What it means in practice and where it fails.
ReadBlind hiring: what the evidence supports, and what it does not
Blind hiring has one of the cleanest natural experiments in labour economics behind it, and real limits. What it fixes, and what it cannot.
ReadCandidates are using AI in your assessments. Now what?
AI-text detectors are unreliable and disproportionately flag non-native speakers. What to do instead: assessment design, signals and human review.
ReadDoes your assessment predict anything? Validity for non-specialists
An assessment that feels rigorous can predict nothing. What validity and reliability mean, how to check yours, and the four ways hiring tests quietly break.
ReadThe EU AI Act and hiring: what recruitment teams are responsible for
AI used to recruit or evaluate candidates is high-risk under the EU AI Act. What that means for employers, what providers owe you, and what to ask vendors.
ReadWhat "meaningful human oversight" actually requires
A reviewer who rubber-stamps 200 rankings is not oversight. What regulators mean by meaningful human involvement, and how to build a process that holds up.
ReadSee it on your hiring
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