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For employers

Read what somebody has already shown.

Every candidate who reaches you has already sat down with an interviewer who wrote down what they saw them do. You read that first, and start the conversation past the part where everybody proves the basics again.

What arrives with a candidate · examples

ErikBackend engineer6 hours on record

AstridProduct designer4 hours on record

AxelData engineer7 hours on record

MajaFrontend engineer5 hours on record

FelixCustomer success8 hours on record

SamuelPlatform engineer6 hours on record

LinneaProduct manager5 hours on record

The problem

Recruiting is too expensive, inefficient, and noisy

Good candidates are hard to find

Application processes have become so long and tedious that strong candidates drop out early or never apply at all. The people companies most want to hire are the ones least willing to sit through it.

AI has flooded inboxes

Companies are buried in AI-generated applications that look competent on the surface but are largely irrelevant. Filtering signal from noise at the top of the funnel is nearly impossible.

CVs are a poor signal

Most of what makes someone exceptional never appears on a resume. Employers are forced to judge talent on incomplete, self-reported information.

Hiring is expensive

Between sourcing, screening, interviewing and onboarding, the true cost of a hire often reaches 50 to 200% of annual salary.

Wrong hires are costly

A poor hiring decision slows progress, disrupts teams and creates months of avoidable rework before the problem can be corrected.

Hiring takes too long

It can take months to post job ads, screen CVs, interview, and ultimately find the right candidate.

What you read

Their work, in their own words.

All of it came out of a conversation a person sat in, wrote down and put their name to. You are reading what a candidate showed somebody, not what they typed into a form.

“I joined when there were four engineers. I rebuilt the ingestion pipeline over two quarters, and by the end we were handling forty thousand events a second.”

Erik, backend engineer · their 3rd interview · interviewed by Kofi

How it works

Three steps, for a hiring company.

Every candidate arrives with a full record including technical interviews run by experts. More candidates, better evaluations, at a fraction of the cost.

Tell us the role

One conversation on what you are building, what the role has to carry and what a strong hire looks like for you.

Access candidates within 24h

You receive complete candidate evaluations including personal and technical interviews.

Meet once, decide

Most of the evaluation is done. Your job is to check culture fit and make an informed decision.

Evidence

What it produced.

Two member companies, and what the evaluation actually did for them once it was running.

Fluencify

Live

Candidates processed 400+

Hires made 2

Customer meetings per hire 1

Fluencify needed backend and data engineers and did not have the time to run a long internal process. We processed over 400 candidates to fill the roles, ran our full evaluation, and sent through only the people who cleared it.

Because the evaluation was thorough, Fluencify was able to hire both engineers after just one meeting with each of them. No screening rounds, no take-home tasks, no repeated interviews.

They have now come back to us to hire for Customer Success, GTM and Product Designer, and all three are open on the board.

Everi Labs

Just launched

Open roles 4

Stage Just launched

Location Stockholm

Everi Labs is building out its core technical team with us across four technical and founding roles. The process has just launched, so the search is open and moving quickly.

All four are open on the board.

Questions

The things companies ask us first.

Are you a recruiting agency?

No. But we offer all the same advantages.

All customers are paired with a knowledgeable recruiter who can advise about candidates and answer questions. Furthermore, we engage in active outreach for roles that are in high demand ensuring there are always great candidates available.

How are you different from the other AI tools?

Candidate screening requires human judgment and knowing how to ask the right questions in an interview. If AI were smart enough to do this, you wouldn't need to hire anyone.

We always use human interviewers, and AI supports the analysis and reporting so that no detail is missed. It also allows each report to be tailored to your job, so it answers the questions you are actually interested in.

Furthermore, our single application model allows us to reach candidates no AI tool can, namely those that already have great jobs and do not have time to interview at multiple companies.

How long does the process take?

From our onboarding call to the first hire can take as little as 2 weeks.

This is because candidates on our platform have already gone through the heavy interviews, and you only need to review the reports and meet with them once to assess culture fit.

How can I trust your process?

We pride ourselves on having a cutting edge recruitment process as we invest heavily into the R&D process of our interviews. Furthermore, all candidates are evaluated by domain experts such as senior software engineers or sales managers.

However, we also understand that you may want to make your own judgments about the candidate. This is why all meeting recordings and transcripts are made available to you, should you wish to watch them. Our process is thus highly transparent and you can see exactly what questions were asked and how the candidate answered.