For founders hiring
You are not a recruiter, and hiring is now half your week.
It’s 11pm and you’re going through CVs in Gmail, because that is the only hour nobody needs you. The next five people decide what this company becomes, and you are choosing them tired, at the end of the day.
Your week, as it actually goes
Nobody warned you that the job becomes hiring, and that it becomes hiring exactly when there is least room for it.
Tuesday, 8am
You post the role. By evening there are ninety applications, most from people who did not read it. You skim on your phone between two customer calls and star four that look plausible, knowing perfectly well that plausible is doing a lot of work in that sentence.
Thursday, 9pm
You interview someone yourself, because there is nobody else to do it. Halfway through you realise you do not know what to ask a backend engineer with eight years behind him, so you ask about projects and hope you will be able to tell.
Two weeks later
The one you wanted takes an offer from a funded company. You are back at ninety applications, except now two weeks are gone, the role is on the board again, and the thing you were meant to be building did not move either.
What actually rides on this
Not a number on a dashboard. Three things, and all three compound.
20
people who set the culture permanently
Whoever is here at twenty decides who joins at a hundred. A wrong hire at this size is not a vacancy, it is a direction.
4 hrs
a day that stopped going into the product
Every hour spent screening is an hour not spent on the thing customers are waiting for, and nobody is covering it for you.
1
wrong hire your runway can absorb
Not zero, but close to it. Three months of salary, three months pointed the wrong way, and a conversation nobody wants to have.
What leaves your plate
The parts that never needed a founder.
Reading ninety applications
Upload the folder, drop a CSV, or tick the applicants on Naukri, Indeed or Shine and pull them across at half a credit each. Every one is scored against your actual job description, so you open a ranked list instead of an inbox.
Not knowing what to ask
Each card carries matched and missing skills by name, the red flags worth probing, and suggested interview questions for that specific person. You walk into the call with something to ask rather than hoping you will be able to tell.
The first screening call
An AI voice or video interview in the candidate’s own language, recorded, with a scorecard and a hiring recommendation. Your evenings go to the three people worth an hour, not to the fifteen who were never going to work out.
Losing people to silence
Bulk email with merge fields, WhatsApp templates, or a voice call, run off the same list. Email is one credit per candidate ever, so following up four times costs the same as once. Nobody goes cold because you were shipping.
The part that stays yours
Straight answers
I have five open roles and no recruiter. Is this not built for teams?
It works from one person and one role. There is no seat licence and no minimum team size — you add a client, a department and a job, which for you is just your own company and the function, and start pulling candidates in. Team accounts and per-member credit caps exist for when you eventually hire somebody to do this, not as a precondition for using it.
I cannot pay market rate. Finding me more candidates does not fix that.
It does not, and nothing here will. What changes is that you stop losing the people who would have said yes, because you reached them in the same week rather than three weeks later. The honest version: this makes you faster and more consistent, not better funded.
I do not really know how to write a job description. So what would it even be scoring against?
It will tell you rather than bluff. A two-line description produces empty dimensions instead of a confident number, because the quality gate refuses to invent a score it cannot support. That is briefly annoying and it is the entire point — a vague brief gives vague verdicts, and you get shown which parts are missing rather than a reassuring percentage.
I do not want a candidate’s first experience of us to be a bot.
Then use it as a first screen and not as the interview. It runs in 11 or more languages, records, and returns a scorecard with a recommendation — which mostly means the people who reach you have already been through something real. When somebody deserves a founder conversation, book it through Google Calendar or Outlook, on Meet, Teams, Zoom or in-office.
The next hire is already sitting in your inbox
Bring the role you are most behind on, the description as it actually exists, and the applications in Gmail. Look at the ranked list before you spend another evening on it.