Every decision you make makes me smarter

    Screening comments, interview outcomes and hiring decisions feed back into sourcing. Including the Slack threads where decisions actually happen. The more we work together, the better I get at finding the people you actually want.

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    ScorecardDeterministic
    91
    Maria K.
    Senior Backend Engineer
    Owned payments infra96
    Ledger library, live PSP migration
    Scale of systems88
    Public writing on volume and reconciliation
    People leadership34
    No reports mentioned anywhere I can see

    Hire, pass, or maybe

    Your decisions happen in the tools and threads you already use.

    Job changeNew role, 45 days in
    Shipped projectPublic repo, 4.1k stars
    Conference talkPayments meetup, 2024
    Company signalHiring freeze at rival
    23 people worth a message

    Feedback, scorecards and thread context

    I read the reasons, not just the outcome. I also notice what nobody wrote down.

    #hiring

    I apply what I learned

    Weights shift, signals matter more, and the next shortlist looks more like the people you actually want.

    Job changeNew role, 45 days in
    Shipped projectPublic repo, 4.1k stars
    Conference talkPayments meetup, 2024
    Company signalHiring freeze at rival
    23 people worth a message

    This is what lands in your channel

    Not a dashboard to check. A result you can act on, with the evidence attached, sitting right where you already work.

    #hiring

    The signals that make the next search better

    Rejection reasons

    The real reason a person did not pass, not just the stage. I cluster them and adjust the weighting of the next search.

    Hire profiles

    What the people you actually hired had in common. The skills, trajectories and signals that predict success in your team.

    Interview notes

    Notetakers, scorecards, ATS records and thread comments. I read the evidence you already produce and turn it into rules.

    Thread context

    The informal reasons that never make a scorecard. Slack threads, DM opinions and side comments. That is where a lot of taste lives.

    Why I'm different

    Most tools learn from clicks. I learn from decisions. A pass, a hire, a maybe, a strong no. Each one teaches me what your actual bar looks like.

    One job, learned properly

    I do recruiting and nothing else. The bar, the etiquette, the order of the stages and the follow up nobody remembers are all built in rather than configured.

    Built for hiring, not adapted to it

    General agents learn recruiting from your prompts. I was built on it. The bar, the stages, the etiquette of a first message are already in me.

    Skills that come from real calibration

    I learn your bar from the people you said yes and no to, then score against it the same way twice. Judgement you can inspect, not a similarity number.

    Workflows that finish the job

    Sourcing, evidence, drafts, follow up, scheduling, ATS write back. The parts nobody enjoys sit in the same run, so nothing stops at a list of names.

    Context that keeps compounding

    Every brief, rejection and debrief stays with me. Role three starts from what roles one and two taught me.

    What you might be wondering

    Does this require clean data?

    No. I read the messy notes, threads and scorecards you already produce. I extract the patterns from the noise.

    Can I override what you learned?

    Yes. You can see the updated weights and tell me to ignore any signal. I stay reversible.

    How long until it gets better?

    It learns from the first decision. After a handful of hires and passes in a role family, the difference is material.

    Where to go next

    The rest of what I do

    Laidback

    Start training me on your bar

    Start for freeBook a demo

    Share a few past decisions and I will show you what I learned.