Hire on the evidence of real work.
Students from European academic partners — universities, business schools, ITS Academy, and technical schools — with skills extracted from their actual projects, grades normalized across EU systems, ready to be contacted before they hit your inbox. Match in days, not weeks. Plugs into Greenhouse, Lever, or Workday.
We connect people and values.
The real cost of traditional screening
Numbers built for companies that get 200+ CVs per role and convert one into an offer.
Traditional recruiting vs pre-verified flow
- 200 CVs per role, 80% off-target
- Self-reported skills to verify in interviews
- Weeks of phone screens before the first tech interview
- Bias on the name, on the school, on CV formatting
- Diversity reporting done manually in Excel
- 5-15 pre-verified candidates pushed to your ATS via webhook
- Skills extracted by AI from real projects, theses, reports, code, design, and other actual work
- Decision Pack downloadable before you schedule an interview
- Explainable matches, no black-box ranking, AI Act-compliant
- Audit log + diversity analytics exportable — ESG-report ready
How recruiters actually use the platform
Four phases. Each one stands alone — you can start with Find and add Reach later, or pilot just Decide. We don't make you adopt the whole stack on day one.
Find
Surface who could apply, not just who did.
Pre-verified pool
Hard skills extracted by AI from real artifacts (code, theses, design files). Soft skills mapped through the candidate's Self-Discovery flow and cross-referenced against the verified record. Grades normalized across EU systems. Optional professor endorsement adds a trust signal when present.
In practice: Search by skill on /explore — Italian 28/30 = German 1.7 = French 15/20, automatically.
Conversational Smart Search
Describe the profile in natural language — even nuanced ("senior data scientist with pharma experience, OK Rome or remote, evaluating moves"). The AI finds matches and explains every decision.
In practice: Try it on /demo/ai-search — no boolean search, no filters to configure.
Decide
Read evidence before you book a call. Hand structure to whoever interviews next.
Decision Pack per candidate
Portfolio + verified skills + contextualized grades + (optional) personality in one downloadable dossier. Pass it to the hiring manager, attach to the Greenhouse ticket, send it to the CEO.
In practice: PDF/JSON export — opens in any browser, no InTransparency account needed for the reader.
AI Hiring Advisor
A conversational assistant that helps you reason through hiring decisions — when to interview, how to weigh evidence, what to ask. Anthropic-backed, with the candidate's verified record as context.
In practice: Ask "should I interview Marco for this role?" — get a reasoned answer that cites the evidence.
AI Interview Kit per job
Generate a tailored interview kit for any job — questions, evaluation rubric, time allocation — based on the role's requirements and the candidate's profile. One click from the job page.
In practice: Hand the kit to your hiring manager so they walk in with structure, not a blank slate.
Reach
Contact who matters, deliver shortlists where the work already lives.
Outreach sequences and per-stage evidence packets
After the shortlist, you still need to actually contact candidates and brief whoever interviews next. Multi-touch sequences with response tracking. Per-stage evidence packets so the next interviewer doesn't go in blind.
In practice: Set a 3-step cadence, watch responses come back, then hand a packet to the next interviewer.
ATS bridge — feed, don't replace
Already running Greenhouse, Lever, Workday, or SmartRecruiters? The ATS bridge ships shortlists to your ATS via webhook. Candidates land as pre-screened applications.
In practice: Webhook events: match.created, credential.issued, stage.completed. See /integrations.
Measure
Closed loop: which signals predict your hires, with the audit trail your DPO needs.
Closed-loop hiring outcomes
Mark each contact as hired, interviewed, no-response, rejected, or withdrawn. Your dashboard reads back real response rate and hire rate per role — and the platform learns which signals predict your hires.
In practice: Quarterly review: see which job descriptions, which skill profiles, which schools actually convert.
Bias-resistant hiring with audit trail
Skills are extracted from work, not from name or school. Students from smaller universities, non-linear paths, and underrepresented groups surface on the same terms. Audit log for ESG reporting.
In practice: See /algorithm-registry for the published, auditable matching criteria.
AI Act-ready, GDPR Art. 22 covered
Candidate-evaluation AI is high-risk under Annex III §4. We ship the algorithm registry, audit log, and right-to-explanation endpoints that Annex III asks for — your AI Act exposure stays manageable.
In practice: See /eu-compliance — 17 EU standards mapped to deployed endpoints.
How a mid-market company gets activated
- 01
Free registration. Browse the verified pool immediately — 5 free contacts/month with corporate email.
- 02
Use Smart Search or build shortlists filtered by skill, grades, area, languages.
- 03
Download Decision Packs for promising candidates and pass them to your hiring manager.
- 04
When you exceed 5 contacts/mo, subscribe at €89/mo or €890/yr with unlimited contacts. See also our EU compliance matrix if your legal team or DPO needs it.
- 05
Add the ATS bridge when you want shortlists to land directly in Greenhouse / Lever / Workday.
Frequently Asked Questions
Keep your ATS, add verified signal.
Browse the verified pool free. 5 contacts per month at no cost. Subscribe at €89/mo when you need more, or send shortlists straight into your ATS via webhook.