For hiring companies
Describe the role the way you would to a colleague. Get candidates who fit, each with the reasons they fit and the reasons they might not. Names stay hidden until you decide a profile is worth unlocking.
Usage-based pricing. You pay credits when you unlock a dossier, not to look.
Every profile was added by a verified recruitment agency or by High Street Resources, and every agency is checked before its candidates reach you. You are reading people a recruiter has actually spoken to, not a crawl of the open web.
“Fintech CFO in London, has taken a company through a Series C, under £300k.” The search reads meaning rather than keywords, so you do not have to guess which job title a good candidate happened to use.
You see seniority, sector, achievements and the full evaluation before any name. Spend credits only on the dossiers you actually want. Nothing is charged for looking.
Every suggestion carries a written rationale for why it fits your brief and an honest list of the gaps. Shortlist and pass, and the next set of matches gets closer to what you meant.
A candidate is read by a hiring manager lens, a functional peer, a CEO or board lens, a market view and a risk lens. You get each verdict and score, plus where they agree and where they split — the disagreement is usually the useful part.
Where a candidate has recorded interview audio or video, it is transcribed and assessed against your criteria, so a shortlist arrives ranked with the recordings attached rather than as a pile of CVs.
Candidates are re-checked against LinkedIn on a schedule. Every dossier shows when it was last checked and what changed since, so you are not paying to unlock someone who moved two jobs ago.
When you want to meet someone, a High Street Resources partner contacts them, confirms they are interested, and reports back. There is no automated outreach and no approach without the candidate’s consent.
Pricing
No per-seat licence and no retainer to browse. Buy credits, spend one when you open a full dossier, and see every debit in a ledger. The agency representing that candidate takes the larger share of it — which is why good people keep arriving on the bench.
Where it runs
The platform is available to your assistant as well as in the browser. Ask Claude or ChatGPT to search the bench, draft a brief or pull up a shortlist, and it works against the same data and the same permissions as the web app.
Beyond the bench
Vetted candidates and the analysis engine are the core of the platform. Each app below sits on top of that core and is on from the day you sign in — there is nothing to buy and nothing to request.
On from the day you sign in, and running on the same vetted bench. Screens are the real product with demonstration data.
One candidate read by five different lenses, not one.
The hiring manager, the functional peer, the CEO or board, the recruiter’s market view, and a risk lens each return their own verdict, score, concerns and questions — plus where they agree and where they split. One-shot analysis cannot show you a disagreement.
Profiles refresh themselves from LinkedIn, and show what changed.
A paid-for profile that is two jobs out of date is worse than no profile. Candidates are re-checked against LinkedIn on a schedule; every dossier carries a "checked" date, and a change log records the moves, titles and skills that shifted.
What a candidate publishes, read as evidence.
Recent LinkedIn and X activity is collected and read for themes, demonstrated expertise, tone and anything worth a second look — evidence a CV cannot give you, feeding the same evaluation engine.
Pull a company’s open roles and turn one into a brief.
Give a careers page, a LinkedIn company, or a search on Indeed or Google Jobs, and the openings come back in one list. Convert any posting into a working role brief with a click.
A real conversation with an AI interviewer, in nine languages.
Write a line about what you actually want probed and the script is triaged from your prompt, the brief, your company profile and the dossier — so nobody is asked what their CV already answers. The candidate joins a live conversation in one of nine languages; the interviewer follows up on what they hear rather than reading a form. You get the transcript, a per-question read that cites the brief criterion it answers, and a score that feeds the same evaluation engine. It is advisory: AI-generated, not a hiring decision.
Qualify technical candidates a generalist recruiter cannot.
Four fixed sections — architecture, operating history, judgment under constraint, a depth spot-check — asked against the role brief in the interview room, on camera or typed, and scored with cited evidence. No puzzles; decisions owned and systems operated.
Five fixed dimensions, asked against your mandate, answered by video or text.
A structured read on how someone leads: deciding under uncertainty, building the people around them, handling disagreement, how far ahead they operate, and what they do after a setback. The dimensions are fixed so two candidates are comparable; the questions are written against your company and this mandate, so nobody is asked something generic. The candidate answers in the same room as a video interview — on camera, or by typing if they would rather — and the report scores each dimension with the evidence it used, marking anything they did not address as unanswered rather than weak. Advisory: AI-generated input for a human decision, not a decision.
Describe the mandate, answer a few questions from the intake assistant, and look at the matches before you spend anything.
Start hiring