A builder that writes the first draft
Describe what you are hiring for and the builder drafts the job ad from it. You edit every word, see it exactly as candidates will — the real search card, the real job page — then choose how it goes live.
For employers
See the evidence behind every shortlist.
Post a job ad, and applicants arrive scored against it with the reasoning attached. Past applicants resurface automatically when a new job fits them — so your best candidate is often someone who already applied.
- Scored
- Applicants arrive ranked
- Explained
- Every score, justified
- Rediscovery
- Past applicants resurface
- Verified
- ABN-checked employers
What you get
A job ad, and then the whole pipeline
One console from the first description of the job to the shortlist — and a record, at every step, of why each decision looked the way it did.
A check before you publish
A read of the job ad against what is already on the marketplace: how complete it is, how the pay compares, how many candidates are in range, and wording that would narrow your applicant pool. Nothing is saved and nothing changes your draft until you apply a suggestion.
Applicants, ranked against that job ad
One inbox per job ad, sorted by match or by recency, with screening answers attached. Every score opens to the reasoning behind it, and you can put two or three applicants side by side on the same field order before you decide.
Evidence, gaps and interpretation — kept apart
A model reading of an application is split into what the wording actually evidences, which requirements nothing evidences, and what the model inferred. Open any claim to the wording it came from, and correct anything it got wrong.
What the job ad actually did
Views, applications, the funnel your team’s own status changes produced, where applicants came from, and how long people wait in each stage — plus plain-language hints, with the numbers behind them, when a job ad is being passed over.
Talent search and talent pools
Search candidates who chose to be discoverable and have not applied to anything, with the evidence behind every ranking. Keep the people you will want in a list you curate by hand, or in a saved search that answers itself again every time you open it.
How it works
From a description to a shortlist
01
Describe what you are hiring for
A few sentences, plus the basics if you have them — title, location, work type, how many positions. The builder turns that into a full draft job ad.
02
Edit it, and read it as a candidate would
Every field is yours to change, and the preview is the actual card candidates see in search and the actual page they read before applying.
03
Publish, then read who applied
Applications land in one inbox, ranked against that job ad, with screening answers attached and the submission frozen exactly as it was sent.
04
See what the job ad did
Views, applications, the funnel and the stage timings — and a hint, with the numbers behind it, when a job ad is being seen and passed over.
The agent
Work your job ads, together
Ask in a sentence and the agent drafts, reads the market and works your pipeline. Publishing, outreach and moving an applicant are decisions it brings back to you — nothing goes live, reaches a stranger or changes somebody’s stage until you say so.
- Three things it cannot do alone — publish a job ad, write to a stranger, move an applicant. Each one comes back to you as a decision.
- A proposal is a durable record, not a line in a chat. It waits in a queue anyone on your team can open, it notes who decided it, and it expires if nobody does.
- Approving one is an owner or admin decision, and the approval carries nothing but the proposal’s own id — there is no shape in which it can be turned into something else.
Trust
Verification is a check, not a claim
We check your ABN against the Australian Business Register. When it clears, a verified badge appears on your company profile and on every job ad you publish — carrying the registered entity name, not just a tick.
Your profile is a public, crawlable page: your story, the people doing the hiring, and every job you have open, in one place a candidate can be sent to. Verifying is also what opens talent search — it is what tells a discoverable candidate who is looking.
You can publish while verification completes. It is optional, you can add your ABN later, and posting a job ad is never blocked on it.
And what the product will not do
- The model never produces the number
- Scores are computed, not generated. A language model writes the sentence explaining a match; it never writes the match. Where a score cannot be explained, the column is absent rather than filled with a zero.
- An application is frozen at submission
- What you read is what the candidate sent. Anything they change on their profile afterwards does not alter a word of the application already in front of you.
- Your notes stay yours
- Private notes, tags and the reason recorded against a decision are never shown to the candidate. The stage is — they watch it move on their own application tracker, which is the point.
- Wording that would narrow your pool is flagged
- The pre-publish check calls out wording that implies an age preference, which is unlawful to advertise on in Australia, and wording that skews the applicant pool by gender. It suggests; you decide.
Get started
Post your first job ad
Register your organisation, describe what you are hiring for, and read the draft as a candidate would before anyone else sees it.
Job ads are published under the organisation, not under your account — so register the company or agency you are hiring for, and invite the rest of your hiring team to it.