The numbers that matter when you're an SME
Verified candidates from day one — no recruiter, no ATS to set up.
What you usually do vs what the platform does
Without InTransparency
- LinkedIn DMs that nobody reads
- Stack of CVs you don't have time to screen
- Indeed posts that attract off-target profiles
- Recruiting agency: a fee you commit to before you see a single candidate
- Hiring manager spends 2 weeks writing a generic JD
With InTransparency
- You write to someone whose work you have already read
- Search by what someone actually built, not what they wrote
- Decision Pack per candidate: portfolio + grades + projects in one document
- You read the evidence first, and you keep the relationship
- The hiring manager works inside the platform — no middleman
AI search
Describe the role. Get candidates ranked on verified work.
Search in plain language — the AI reads verified projects, endorsements and coursework, and ranks candidates on evidence, not CV keywords.
What you get on day one
Verified candidates from day one
Browse profiles with skills extracted by AI from real projects, often with optional professor endorsement as a bonus signal.
In practice: Search by skill on /explore — skills extracted from real projects, mapped to ESCO.
See it in actionNo ATS to set up
Shared inbox for the team, simple kanban (interesting → first contact → interview → offer). Operational in 5 minutes — no integrations, no training.
In practice: 5-minute setup from the console: invite teammates, create your first search, go.
Reach the candidate directly
Browse the whole pool, build the shortlist in your dashboard and write to the person yourself. Nobody relays the message, nobody decides on your behalf who is worth a reply.
In practice: Shortlist, notes and replies all live at /dashboard/recruiter, shared with your team.
See it in actionDecision Pack per candidate
Portfolio + evidence-backed skills + contextualized grades + (optional) personality assessment in one document. Exportable as PDF or JSON.
In practice: One click from the profile → branded PDF ready to share with decision-makers.
Interview kit for the hiring manager
When the person running the interview isn't a recruiter, a structured kit makes the difference. Generate questions, evaluation rubric, and time allocation tailored to the role and the candidate.
In practice: Hand the kit to the hiring manager so they walk in with structure, not a blank slate.
The commercial terms, in the open
What a plan includes, and what changes as your team grows, is written on one public page. Nothing is held back for a sales call, and nothing depends on the size of your logo.
In practice: Read /pricing before you even register — no quote to request, nothing behind a form.
See it in actionATS bridge when you grow
Already running Greenhouse or Lever? The ATS bridge pushes shortlisted candidates into it with their evidence links attached, so the pipeline stays where your team already works.
In practice: Webhook events: match.created, credential.issued. See /integrations.
See it in actionBuilt for the people who actually do the hiring
Founder / CEO
You need 1-3 hires this quarter, not a recruiting org chart. The platform is the recruiter.
First hiring manager
You're not full-time HR. You want to see real work and decide in two weeks, not in three rounds of phone calls.
Operations / HR-of-one
One search, one shortlist, one document per candidate. I send the Decision Pack on and the hiring manager reads it without me having to explain it.
Is your hiring pay-transparency ready?
The EU directive is in force. Run a 2-minute readiness check — get your gaps and an action plan.
How it works, from sign-up to first hire
- Create your recruiter account and browse the verified pool straight away.
- Use Smart Search to describe the profile in natural language ("backend Python in Milan, 2 years experience, no remote-first").
- Open the Decision Pack — every skill in it links to the work behind it — then write to the candidate yourself.
- Your plan and every invoice sit in the billing console — so finance can check them without going through you.
- Add the ATS bridge only if and when the shared inbox stops being enough.
Hire well even without an HR team
In a 15-person company one wrong hire hurts far more than at a large one, and you have no HR office to screen 200 CVs. InTransparency does the screening for you and verifies skills at the source.
Review a shortlist of already-filtered, verified profiles — not a pile of CVs to read one evening after another.
Students and graduates from the ITS and universities near you — skills mapped to ESCO, ready to work in your area.
Skills verified by the institution: when every person counts, you cut the risk of each individual hire.
5 free talent contacts a month, then €89/mo or €890/yr. Transparent, no lock-in.
You need one reliable junior developer near Bergamo. Filter by skill + location, get a verified shortlist, reach out through the school.
Start from the work, not the CV.
Every profile is built from something the student actually made, and every skill on it points back to the file, repo or thesis behind it. Read that, then decide who is worth a call.