How it works
Verified talent matching without repetitive applications.
Developers build one evidence-backed profile. Recruiting teams post roles and review anonymized matches from the full talent pool.
The premise
A resume is a one-page summary someone wrote about themselves. It tells you what they want you to know. We think hiring should run on the real thing — the commits they've authored, the code they've shipped, and the projects they can point to and say "I built that."
So we look at the work once, keep the profile current, and use it to surface relevant candidates whenever a matching role enters the system.
For developers
Build one profile, then let relevant roles find you.
Sign in with GitHub
Sign in through GitHub's standard OAuth flow — no separate password to manage. From there you decide what we get to look at.
Pick the repos that represent you
You choose exactly which repos go into the analysis. Curate the projects that show what you can really do and where you want your career to go. The work you put forward is the work we assess.
We analyse the work, then drop the code
Your selected repos are pulled into a temporary analysis sandbox where we extract languages, frameworks, commit patterns, and code quality. Once that's done, the source is purged. We never store your code — public or private. Only the derived skill data and quality assessments stay in your profile.
Round out your profile
Upload a resume, add portfolio or evidence links, paste a short intro video, and set your location, timezone and rate. These details help us understand the shape of work you are open to.
Enter the talent pool once
There is no repetitive job-by-job application loop. Once your profile is ready, you can be considered for relevant roles in the pool and decide later whether an interview invitation is worth accepting.
Stay current as your profile improves
When you add evidence or refresh analysis, your profile can be reconsidered for active roles. Better, more current evidence gives recruiting teams a clearer reason to reach out.
For hirers
Post a role, review anonymized matches, and spend interview time on stronger fits.
Post a job in minutes
Title, description, salary, location and timezone. Then split your skills into must-haves and nice-to-haves so the role has a clear target profile.
We match against the full talent pool
The role is compared with existing developer profiles instead of waiting for individual applications to arrive. New candidates and updated profiles are considered as the pool changes.
Review anonymized profiles first
Hiring teams can review fit, evidence highlights, skill summaries, location constraints and profile context without seeing the candidate's identity up front.
Shortlist the people worth contacting
Use the ranked, paginated view to focus on the strongest profiles. Evidence stays close to the review workflow so the list is easier to audit than a stack of resumes.
Ask for consent before identity reveal
When a profile looks worth pursuing, we coordinate the next step. Candidate identity and direct outreach happen after the candidate agrees to be introduced for that role.
What hiring teams review
We do not expose the mechanics of the scoring model. The review surface focuses on evidence, profile context, and anonymized fit signals that help a hiring manager decide who is worth an interview.
Verified work
Repositories, pull requests, portfolio links and uploaded context that show what the developer has actually built.
Skill profile
Languages, frameworks, proficiency tiers and adjacent strengths derived from the developer's selected work.
Role context
Location, timezone, work type, experience level, compensation range and the direction the developer wants to move.
Anonymized review
Hiring teams can inspect fit before identity is revealed, which keeps early screening focused on the work.
Continuous updates
New applicants are considered for active roles, and new roles are considered against the current pool.
Recruiter workflow
The sorted, paginated review experience stays intact so the team can move from profile review to outreach without a spreadsheet.
What we don't ask for
The performative bits of traditional hiring? We cut them. They take a long time to write, take a long time to read, and tell you very little.
- Cover letters
- Trick questionnaires
- "Tell me about yourself" essays
- Inflated job summaries you have to decode
- Applying to the same company over and over
A note on your code
You pick which repos go into the analysis, and we never keep the code itself. Source is processed in a temporary sandbox and purged once the assessment runs — we retain only the derived skill data and quality scores. That holds whether the repo is public or private. See the Privacy Policy for the full picture.
Ready to try it?
Post a role and review matched talent, or build a developer profile and enter the pool.