A complete, resume-free hiring platform
From proving skills to a consented hire — every step is verified, anonymous-first, fair, and auditable.
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
Candidates are evaluated on skills only; identity is revealed on mutual consent.
Blind candidate ranking
Composite-score ranking on ability — no name, photo, school, or employer 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
Identity assurance plus originality and behavior signals route 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.
A verified skills profile, not a résumé
Candidates take one AI-generated assessment built to detect cheating — a skills test plus a text interview under the integrity layer — and earn a composite score from test, interview, and role-fit. It is explainable, time-stamped, valid for 90 days, and portable across every application.
- Default weighting Test 40 / Interview 35 / Role-fit 25, adjustable per role
- Freshness badge and a 30-day retake cooldown
- No “résumé match” component — ever
Verified skills score
Medical Coder · Valid 90 days · portable
Score 89 · SampleAnonymous until you both decide
Every candidate is born anonymous. Employers see verified scores and skills — never a name, photo, age, school, or past employer. Identity and right-to-work details unlock only when an employer advances a candidate and the candidate consents, for that one employer, logged immutably.
- Opaque candidate handles, never derived from PII
- Consented, per-employer reveal at allowed stages
- Every reveal recorded in an immutable ledger
- 90Candidate F1T6Backend Engineer
- 88Candidate A7F3Account Executive
- 84Candidate B4M1Operations Coordinator
Ranked by ability, decided by a human
Verified candidates are ranked on a composite score you can shape. 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 candidate
- Custom composite-score weights per role
- 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
No PII ever reaches a model
Anonymity is a hard architectural boundary, not a setting. Personal information is stripped before any AI sees a candidate, across scoring, the text interview, and ranking. The integrity layer measures originality and behavior signals — never invasive webcam proctoring.
- PII stripped at a hard boundary before any model
- Text-only AI interview; video is human-only
- Config-driven, swappable AI providers per task
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 (Enterprise), IP allow-listing, and RBAC + ABAC enforced server-side.
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 candidates automatically?
When is a candidate’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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