For employers · SMB & mid-market
Half your hires were good interviews, not good fits.
Suitorly interviews for the job, not the Tuesday. Brief the role in conversation, set your bar, and agents screen every candidate against your actual deal-breaker — before round one.
From JD to hire, without the stack.
Anatomy of a shortlist card.
91
fit
Candidate TR-001 → Senior Risk Analyst peer-confirmed ♥
Critical Thinker (top 6% of finance, proven ✓) · Clear Communicator (proven ✓) · screening 9.1/10 on your deal-breaker
★
The fit number
strengths × your brief × verification. Click it — every score opens its evidence trail.
proven ✓
Timed, role-relevant proof — not self-reported. Weights 3×; with peer confirmation, 5×.
The transcript
Every candidate was interviewed against YOUR brief — read their actual answers, not adjectives.
No name, no CV
Anonymous verified shapes. Star → interview books in 5 business days; reveal on their yes.
You pay when it works.
$500
Activation
Opens the mandate, credits against the total. Refundable until the first screening runs.
$1,350
Shortlist
Bills ONLY when 3+ candidates clear the threshold you set. Not convinced? Agents re-match free.
$3,150
Placement
On start date. Total = exactly 5% of a $100k base. Leaves inside 90 days? The search re-runs free.
Shortlist in 10 business days — contracted, not aspirational. Full pricing →
"I've screened CVs for 25 years. The strengths profile tells me more in two minutes than a résumé ever did — my candidates walk into interviews already understood."
Duncan · recruiter, 25 years in the industry
22 min
to a signed brief — no forms
10 days
to a verified shortlist, contracted
round 0
every candidate screened against your deal-breaker
90 days
free re-run guarantee on every placement
Employer questions
Who actually talks to the candidates?
Agents run round zero — openly AI, calibrated to your brief, transcripts attached. From the shortlist on it's all human: your recruiter chat, your panel, your offer.
Can we interview a candidate more than once?
Yes — agents can re-interview per role (deeper technical for role B without redoing strengths), and your panel books as many human rounds as your process needs.
Do you reach people who aren't looking?
Yes. Profiles carry an "open to opportunities" state — quiet-mode candidates who'd never answer a job ad still see the right brief. Matching reaches actives and passives alike.
When do we ever see a CV?
Never before a decision. If your policy requires one on file, it attaches at offer stage — the hire was already made on verified evidence.