Recruitment sucks. So we’re fixing it.

Let’s play a game. Raise your hand if you’ve ever spent hours perfecting a resume and writing a thoughtful cover letter, only to send it into the dark abyss of an online application portal, never to be heard from again. Raise your other hand if you’ve been “ghosted” by a recruiter after three rounds of interviews. Now, look around. See all those hands? You’re not alone.

The truth is, for most people, the experience of finding a new job is, to put it mildly, awful. It’s a soul-crushing gauntlet of automated rejections, vague feedback, and a profound feeling of being just another number in a spreadsheet. And here’s the kicker: it’s not much better on the other side. Hiring managers are drowning in irrelevant applications, frustrated by slow progress, and terrified of the high cost of a bad hire.

Recruitment is fundamentally broken. It’s a process designed for industrial-era efficiency that has failed to adapt to a world that demands humanity, transparency, and respect. We got tired of saying, “That’s just how it is.” So, we decided to fix it. This is our manifesto for a better way to hire.

Before you can fix a problem, you have to dissect it. The issues with modern recruitment aren’t just minor inconveniences; they are systemic failures that create a negative experience for the two most important groups of people in the process: the candidates and the hiring teams.

The candidate experience is often a journey of a thousand frustrations. It’s a process that feels designed to weed people out, not lift them up.

• The Application Black Hole: You pour your heart into an application, hit ‘submit,’ and… crickets. Applicant Tracking Systems (ATS) often screen out perfectly qualified candidates because their resume didn’t contain the exact right keywords, turning the job search into a game of SEO optimization.
• The Ghosting Epidemic: You have a great phone screen. You nail the first interview. You complete a take-home assignment. Then, silence. No feedback, no update, no closure. Ghosting isn't just rude; it's deeply disrespectful of a person's time and emotional investment.
• The Endless Hurdles: Five, six, seven rounds of interviews. Vague instructions for time-consuming take-home projects that feel suspiciously like free consulting. The process drags on for weeks, sometimes months, leaving candidates in a state of perpetual uncertainty.
• Lack of Transparency: What’s the salary range? What does the benefits package actually look like? What are the real challenges of the role? These fundamental questions are often treated like state secrets, leading to wasted time for everyone when expectations don't align.

While candidates feel the pain most acutely, hiring managers and their teams are also struggling with a system that works against them.

• The Signal-to-Noise Problem: A single job post can attract hundreds, even thousands, of applications. Buried within that mountain of resumes are a few gems, but finding them is an exhausting and inefficient task.
• Misaligned Expectations: Recruiters, whether internal or external, are often stretched thin. They may not have the time to deeply understand the nuances of a role, leading them to forward candidates who look good on paper but are a poor fit for the team’s actual needs.
• The High Cost of a Bad Hire: The pressure to get it right is immense. A bad hire can cost a company at least 30% of the employee's first-year earnings, not to mention the damage to team morale and productivity. This pressure can lead to risk-averse, slow, and overly complicated hiring processes.

We believe the solution isn't another piece of software or a new "growth hack." It's a fundamental shift in philosophy. Our approach is built on a few core principles that guide every decision we make in the hiring process.

1. Transparency is Non-Negotiable: We believe in clarity from the start. This means sharing salary ranges in our job descriptions, being honest about the challenges of a role, and outlining the entire interview process upfront.
2. Empathy is Our Compass: We treat every candidate as a potential future colleague, not a data point. We value their time, respect their effort, and communicate with kindness and honesty, even when delivering bad news.
3. Skills and Potential Over Keywords: A resume is a snapshot, not the whole story. We look for demonstrated skills, a growth mindset, and cultural contribution, not just a perfect keyword match. We believe great talent comes from all backgrounds.
4. Technology Should Serve People, Not Replace Them: We use tools to make our process more efficient and less biased, but we never let technology become a barrier to human connection. A human being reviews applications and a human being delivers feedback.

A philosophy is meaningless without action. Here are the concrete steps we’ve taken to rebuild our recruitment process from the ground up, based on our human-first principles.

1. The "No Ghosting" Pledge

This is our most important commitment. Every single person who applies for a role at our company will receive a response. If an ATS screens you out, you'll get an immediate, honest notification. If a human reviews your application and it's not a fit, you'll get a personalized (template-based, but thoughtful) email explaining why. If you interview with us, you are guaranteed to hear back from us with a decision. No exceptions. No excuses.

2. Radically Transparent Job Descriptions

Our job descriptions are designed to give you a real preview of the job, not to confuse you with corporate jargon. Every post includes:

• The Salary Range: Upfront. No games.
• A "Day in the Life": What you will actually be doing.
• Success Metrics: How performance will be measured in the first 3-6 months.
• The Challenges: We’re honest about the tough parts of the job. No company is perfect, and we want you to come in with your eyes open.
• The Interview Process: A step-by-step outline of the stages, so you know exactly what to expect.

3. A Redesigned, Respectful Interview Process

Our goal is a two-way conversation, not an interrogation. We’ve structured our interviews to be effective, efficient, and respectful of your time.

• Structured Interviews: We use a consistent set of questions for every candidate for a given role. This reduces "gut feeling" bias and helps us evaluate everyone on a level playing field.
• Paid & Practical Work Samples: We have largely eliminated speculative take-home assignments. If a practical assessment is absolutely necessary for a role, it is a small, well-defined project that directly relates to the job. And we pay you for your time.
• A Focus on Conversation: We leave ample time for your questions. We want you to interview us as much as we are interviewing you. You’ll meet team members you’d actually be working with to get a feel for the culture.
• Actionable Feedback: For candidates who make it to the final rounds, we provide specific, constructive feedback upon request. We believe in helping people grow, even if they don't join our team.

Building a Better Future, One Hire at a Time

Fixing recruitment isn’t a one-time project; it’s an ongoing commitment. We know we won’t always get it perfectly right, but we promise to remain dedicated to our principles of transparency, empathy, and respect.

We believe that how a company hires is a direct reflection of its culture. A frustrating, impersonal, and disrespectful hiring process is a massive red flag. Conversely, a process that is human, clear, and kind is the first step in building a team of people who feel valued from day one.

This is more than just filling roles. It’s about building relationships. It’s about honoring the trust and vulnerability that people show when they apply for a job. It’s about building a company we can all be proud of, starting with the very first handshake. Recruitment doesn't have to suck. And we're proving it, one hire at a time.