What changes when the work is already visible
Numbers built for founders with 18 months of runway and one head-of-product to hire.
Classic loop vs "see-the-work" flow
Classic hiring loop
- 30+ CVs from a LinkedIn post, no smart screening
- 30-min intro call — candidate explains what the CV doesn't say
- Tech interview by a founder who should be building product
- Take-home test where the candidate disappears or cheats
- Offer goes to whoever interviewed best, not whoever builds best
"See-the-work" flow with InTransparency
- 5-10 verified candidates with public projects filtered by stack
- No intro call: read the Decision Pack in 10 minutes from the browser
- Skip the tech interview if they've shipped equivalent code
- No take-home: their GitHub repo and academic projects are already there
- Offer based on evidence, not on self-presentation skills
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
Pre-verified pool
Profiles with skills extracted by AI from real artifacts (code, design, papers). Optional professor endorsement as a bonus signal.
In practice: Search like "React + TypeScript + GraphQL experience" — see the code before the CV.
See it in actionCode lives in the profile
For engineering roles: GitHub repos, university projects, hackathon deliverables. No more 'send me your projects by email' — they're already there, already contextualized with the course grade.
In practice: Student profile exposes repos + languages + commit count. See /explore.
See it in actionConversational Smart Search
Describe the candidate in natural language ("founding engineer, Postgres + Rust experience, OK Berlin or remote, first job ok"). The AI gets it and explains every match.
In practice: Try it on /demo/ai-search — no filters, no boolean search.
See it in actionAsync-first screening
Decision Pack downloadable per candidate — portfolio, grades, projects, (opt.) personality in one PDF. Read it at 11pm after the prod fix, decide in the morning.
In practice: PDF/JSON export — share with your co-founder via Slack, no InTransparency account needed.
AI hiring advisor for founders without HR
When you're hiring without a recruiter, a conversational advisor helps you reason through the call: who to interview, how to weigh evidence, what to ask. The candidate's verified record is the context.
In practice: Ask "should I interview Marco for founding engineer?" — get a reasoned answer that cites the evidence.
Pricing built for pre-seed → Series A
Browse free. 5 free talent unlocks/month (2 with personal email). €89/mo or €890/yr only when you scale past. No setup fee, no minimum, no lock-in. Cancel from console when the round closes.
In practice: See /pricing — automatic VAT collection for Italian startups.
See it in actionOptional ATS bridge
Already on Greenhouse / Lever / Ashby? When you go from 5 to 50 employees, the ATS bridge ships shortlists to your ATS via webhook. Optional add-on, no setup fee — see /pricing.
In practice: Webhook events: match.created, credential.issued. See /integrations.
See it in actionBuilt for the people who actually hire, in startups
Founder / CEO
On a 5-person team, every hire counts. See the real work — projects, code, evidence — before you commit.
CTO / Tech lead
You want to stop running phone screens. You want code you've already read before scheduling the interview. The platform gets you there in 10 minutes.
First head-of-people
You're the first HR person on the team. You need a workflow that scales from 1 to 30 hires/year without running an RFP for an ATS.
How it works, from pre-seed to Series A
- Free registration — no card. Account ready in 30 seconds.
- Use Smart Search to build the first shortlist ("founding engineer Python, evaluating moves, OK Rome or remote").
- Download Decision Packs, read them async, decide who deserves a tech interview.
- Contact 5/mo free. When you exceed, subscribe at €89/mo from the billing console — cancel when the round closes or strategy changes.
- Scale-up phase: add the ATS bridge when you cross 30 employees.
Hire builders, not résumés — before you even have a recruiter
At a startup every early hire shapes the company, and you can’t afford a bad one or a six-week process. InTransparency shows you the project someone actually shipped — code, thesis, design — not what they claim.
Repos, commits, thesis, design files — the evidence behind each skill, not a bullet on a CV.
No recruiter, no job-board noise. Describe what you need and find people who’ve already built something like it.
5 free verified contacts a month with a work email. Begin before you even have a hiring line item.
Skills AI-extracted from real work — hire someone who can contribute now, not train for months.
Your CTO needs a React dev who’s actually shipped something. Search /explore, look at the commits, message them today.
Your next hire is already visible.
Register in 2 minutes. Browse the verified pool. Download a sample Decision Pack. Decide if it's worth a meeting before scheduling one.