Stop posting jobs to the world while ready-now internal talent sits invisible. AI-matched internal + external sourcing, structured interviews, and bias-aware scoring in one workflow.
A modern TA layer that sits on top of your ATS, surfaces internal candidates first, accelerates structured interviewing, and gives recruiters back the hours they spend on coordination.
Your ATS is built for external pipelines — the strongest candidate is often already on payroll.
Sourcing, screening, and scheduling alone consume 60% of recruiter time.
Hiring managers freelance the loop, which kills quality-of-hire and audit defensibility.
Resume keyword filters quietly screen out qualified candidates from non-traditional backgrounds.
Recruiters re-source skills the company already has because no one mapped them.
Every req auto-surfaces top internal candidates with skills + readiness scoring before going external.
Role-specific scorecards generated from the JD with calibrated rubrics for every panelist.
Explainable shortlisting that flags adverse impact and shows what drove every score.
Funnel, source, and DEI metrics per req, recruiter, and hiring manager — in real time.
We co-build a value model with you in onboarding so every metric ties back to a P&L line — not a vanity dashboard.
Internal matches and async screening compress the funnel by weeks.
Roles that used to go external are filled from inside, lifting retention.
Less external sourcing spend, less agency dependency.
Bi-directional sync, SCIM provisioning, and event streams — no rip-and-replace.
"Internal-first matching changed our hiring economics. We filled 4 of our last 7 director roles internally — candidates we wouldn't have surfaced otherwise."
Explore the live platform with seeded data — no credit card needed.