For recruiters
Read the pile with the reasons already written
Post a role and every candidate arrives with two scores and the sentence behind each one. Skills that sit next to your requirements still count. So does a past role that is not a title match.
Built for recruiters who work a queue every day.
No Kubernetes on this CV. Docker still counts, and the popover says how much.
Talent pool
Every candidate your team has met, in one place
A talent pool is your team's own set of candidates, kept apart from any single job post. Members are searchable by skill and surface as recommended candidates on your boards. From there a recruiter pulls them into a pipeline.
1
Add a candidate in five minutes
Upload a CV and it comes back parsed into a full candidate — jobs, education, certificates, projects and skills. Or type one in by hand in the same editor.
2
Recommend from your own repertoire
A candidate in the pool is read against every post your team has open. Someone wrong for one role can be right for the next one.
3
Stay in touch after the no
Add an applicant to the pool straight from the board, tag them, and keep the notes your team wrote. The next opening starts with people you have already read.
Invited talents, and CVs you already own
Platform talents join by invitation. The talent sees the invite on their side, accepts or rejects it, and can leave the pool later. The other way in is a CV your team already owns.
Talent pool invite
Invited
Talents who accepted
Parsed
CVs your team owns
Illustrative data
The board
Set the post up, then run it your way
Writing the post, arranging the board and answering people are three screens here, not three tools.
Platform Engineer
Paste a job ad, get a draft
Paste the text you already wrote, or upload the file. It comes back as a filled-in post: title, required skills with the must-haves flagged, location and salary range. Read it, fix what you want, publish.
Sourced
Priya R.Jonas E.Coffee chat
Mara L.Tech round
Ada O.Stages you name
Every job post gets its own board, and you name the columns. Call a stage Coffee chat if that is what it is. Drag people through it, and a candidate shows up once however many ways they reached you.
Mara answered without an account
Talk to people without leaving the board
Write to a candidate from the screen where you just moved them. The candidate reads it and answers with no account to create and nothing to sign up for. What was said stays with the candidate, so whoever picks the post up next can read it.
The work nobody wants
Let machines handle the boring stuff
The reading, the typing and the remembering are ours. Deciding who to talk to is yours.
Jonas Ekström
CVs become candidates
Drop a pile of PDFs. Each one comes back as a full candidate. Each entry carries the skills its own text shows the person using.
Decision log
Moved to Interview — strong on the platform side
2 messages exchanged — 1 sent · 1 received
Rejected — no reason
Added to the board
Show 4 older
A log that remembers why
Every add, move, rejection and message is written down. The log names the person who acted and the reason they gave. Six months later the board still answers why this candidate and not that one.
Three candidates match the must-have skills and are still waiting on a reply.
Responded in 4s
An assistant that shows its work
Ask in words for the strongest matches, a filter change, or a bulk move. The assistant runs the same operations and the same permission checks your own clicks do. Every move it makes is signed as the assistant's in the log, so a board full of changes still tells you which ones were yours. Every turn is one click from undone.
Relevant experience
Has this person done this job before?
Skills say what someone can do. A past role says whether someone has already done it. The two are read apart, so you can see which of the two is missing.
You decide who counts as experienced
The board starts with roles taken from your post and from the candidates on it, and says so. The set is yours from there. Add the role you actually mean, and drop the role you do not.
We picked these roles from the job post and from your candidates. Edit them to decide who counts as experienced.
A badge on the role, and the reason behind it
A past role that earned credit wears a badge, and the badge names the relation that earned it. A role that earned nothing wears no badge at all.
You consider Platform Engineer as relevant experience, and the candidate's Site Reliability Engineer role covers the work of Platform Engineer.
Site Reliability Engineer is one of the roles you named, so it counts in full. Backend Developer sits in the same field as DevOps Engineer, so it counts in part. Support Engineer earns nothing, and says nothing.
What a profile tells you
Every skill on a profile carries the evidence behind it
Every skill opens into the reason it counts. The reason is either a relation to what you asked for, or the places the candidate has used the skill.
Candidate's relevant skills
- Micro Frontends
- Frontend Development
- HTML
- Node.js
You asked for React. This candidate never wrote React. Four skills on the profile lean toward React. The requirement is part-covered, and you can see by what.
Mara Lindqvist
Staff Engineer · Stockholm · open to Platform roles
Frontend
3 skillsPlatform & tooling
4 skillsDocker
"Our build and deploy images, from CI through to production, for four years."
- Used in project pgslice-rs
- Using it now at Nordbank AS, as Staff Engineer
- Used at Nordbank AS until 2024, as Site Reliability Engineer
- Certified by CNCF — CKA
Four places Docker shows up, pulled from entries already on the profile. The chip carries the count, so the evidence shows on the profile before anyone opens it.
A skill linked to the job the candidate holds now reads as in use now. The dates come from the entry, so nobody has to trust a self-reported year.
Analytics
Numbers that tell on you, too
Scope every number to one post or to the whole workspace. Pick any window up to three years. Both choices live in the URL. A link you send shows somebody else exactly what you were looking at.
Viewed, then applied
6.4%
of everyone who opened the listing
Board to hired
24d
median, last 90 days
Average match
58%
of candidates added this period
Silent rejections
31%
rejected with no message attached
Sourced vs. applied
1 : 2.4
you reached out, they came to you
Where people drop out
Everyone counted at Interview was interviewed first, so the expensive rejections show up at Interview.
Skills, both ways round
Candidates bring
Asked for, not offered
The right column counts only candidates on the posts that asked. A skill one post wants is never measured against people nobody asked. Illustrative figures.
Get started
Post a role and read the pile with the reasons already written. Or keep one profile and be found for the work you have actually done.