Talent Agent connects candidates and hiring teams through structured, evidence-backed evaluation - not keyword matching.
We’re builders and go-to-market leaders who have spent years inside hiring from both sides: helping companies evaluate talent and watching candidates get reduced to keywords, resumes, and incomplete signals.
We started Talent Agent because the current process fails too many qualified people and wastes too much recruiter time.
We are customer-centric by default. We listen closely to candidates, recruiters, and hiring teams, then ship what improves their outcomes. We measure ourselves by whether people make better hiring decisions, find stronger matches, and spend less time fighting broken workflows.
Traditional recruiting is noisy on both sides. Candidates spend hours tailoring applications to get past keyword filters that often miss real ability. Recruiters spend hours screening resumes to find the few candidates worth a deeper look. Neither side gets a useful signal quickly enough.
Talent Agent replaces that process with structured evaluation. Candidates build rich Talent Passports, not just formatted documents. Recruiters define the criteria that reflect what a role actually requires. The platform evaluates candidates against those criteria and surfaces ranked matches with clear explanations, so both sides can spend more time on the conversations that matter.
Talent Agent is designed to make recruiters more effective, not replace them. Every match, ranking, and evaluation is a recommendation with reasoning attached. Recruiters stay in full control of their hiring process.
Build your Talent Passport
Candidates create a structured profile that goes beyond resume formatting — capturing experience, skills, goals, projects, and evidence in a way the platform can actually evaluate.
Understand your fit
Talent Agent shows where your profile is strong, where evidence is missing, and how you compare against the criteria a role actually requires.
Match on substance
Every match is evaluated against role-specific criteria, with the reasoning behind each score clearly explained — not hidden behind keyword density or application speed.
Stay in control
Candidates control what they share and when. Recruiters can evaluate structured profile data, but identity and visibility are governed by candidate preferences and introduction rules.