Hiring, with the gameable parts taken out.
Four rules do most of the work here. Each one closes a way the usual process gets played, and each one costs us something to keep.
We removed the four things people game.
Every rule here costs us something. Hidden briefs make us harder to explain, standing rates lose us listings, refusing documents loses us an easy upsell. They stay because a shortlist you cannot trust is worth nothing.
Job descriptions stay hidden
Candidates never see your brief, so there is nothing to write toward. What gets ranked is who somebody already was before you posted.
Profiles are snapshots
You see each profile frozen exactly as it stood the moment you posted. Editing a profile afterwards changes nothing about your slate.
Rates are standing
One rate per person, with visible history and a cooldown between changes. Nobody quotes a startup one number and your company another.
Documents stay theirs
We never collect IDs or clearances to hold on your behalf. Candidates show those to you directly, once you are actually hiring them.
From brief to introduction.
Six steps. You do two of them.
A slate is born empty
- Write the briefRole, must-haves, budget band, hours of overlap. Ten minutes, and it stays private to you.
- The engine ranksEvery matchable profile is scored against your brief, and the strongest are assembled into one slate.
- Candidates consentNobody reaches your slate without accepting first. A slate is born empty and fills as people agree to be seen.
- Preview it freeSee the ranking, the reasoning and the rates, with names and contact details blurred. Walk away at no cost.
- Unlock the namesNames, portfolios and direct connections open. One flat fee for the slate — not per candidate, not a placement cut.
- Hire directYou interview, you negotiate, you pay them. We witness the agreement and never sit between you and their salary.
You evaluate the ranking before you buy the names.
The preview is not a teaser. It is the whole slate — position, match score, specialism, years and the standing rate — with only the identifying half withheld. If the ranking is not convincing, you have everything you need to walk away without spending anything.
What unlocking buys: names, portfolios and a direct connection to people who have already consented to hear from you.
Your brief
Medical VA — patient intake
- 1Candidate name hidden until unlockedDavaoMedical VA · 4 yrs94$9.50/hr
- 2Candidate name hidden until unlockedCebuMedical VA · 6 yrs91$11.00/hr
- 3Candidate name hidden until unlockedIloiloAdmin support · 3 yrs87$8.00/hr
- 4Candidate name hidden until unlockedBaguioMedical VA · 5 yrs84$10.25/hr
- 5Candidate name hidden until unlockedCaviteAdmin support · 2 yrs79$7.50/hr
Illustration of the slate preview. Fictional profiles and figures — not real candidates.
The list matters more than the promises.
Anyone can claim to be candidate-friendly. These are the specific revenue lines we turned down to be able to say it.
We do not take a placement fee
Not a percentage, not a finder's fee, not a first-month cut. You pay the candidate directly and we never learn the number.
We do not charge candidates
Not to join, be matched, be shortlisted or be hired. A platform paid by both sides is working for neither.
We do not hold identity documents
No passport scans, no NBI clearance sitting on our servers waiting to be breached. You verify directly when you hire.
We do not score people secretly
An interviewer's assessment is read by humans and never enters the ranking. Nobody carries an invisible penalty between briefs.
Assessments are evidence for people, never a coefficient.
You can pay a trained interviewer to run a structured call and write up a recommendation, six scored criteria each with a written note, strengths and concerns. The employer reads it, the candidate reads it, and an administrator can read it.
The engine never does. One interviewer’s reading of one thirty-minute call would otherwise follow somebody across every future brief — a quiet no they cannot see, question or appeal, applied to roles that interviewer never saw. Ranking is built only from things a candidate can inspect and correct.
What an interview costsConsidered and declined
- Adding the assessment as a scoring dimension
- Using it as a capped tie-breaker bonus
- Aggregating assessments into a reputation score
Both were real proposals. Both lose to the same objection: a hidden score is the opposite of a snapshot you can inspect.
The ones employers actually ask.
Mostly about the parts that sound too good, or too strange, to be true.
Why can't candidates see the job description?
Because the moment they can, the resume stops describing them and starts describing your posting. A hidden brief means what gets ranked is who somebody already was, which is the only thing worth ranking.
So nobody applies to my role?
Correct. There is no application, no cover letter and no tailoring. Standing profiles are matched against your brief, and those people are asked whether they consent to being shown to you.
Why only the Philippines?
Because doing one market properly beats doing thirty badly. Pay bands, English fluency, timezone overlap and the conduct standard are all things we can be specifically accountable for here.
Will they work my hours?
Overlap is part of the brief rather than a surprise afterwards. Philippine time suits Australian hours well and is routinely worked against US and UK ones — you set the overlap you need and it is matched on.
Do you take a cut of what I pay them?
No. You pay the candidate directly and we never see the number. Revenue is the slate unlock and the optional structured interview, both priced on the pricing page. No placement percentage, no recurring cut.
What does it cost the candidate?
Nothing, at any point. They do not pay to be listed, matched, shortlisted or hired. A platform charging both sides is working for neither.
Write the brief. Look at the slate. Decide then.
Previewing costs nothing and takes about ten minutes. If the people we put in front of you are not worth unlocking, you have lost an afternoon of nothing.