Each profile analyzed enters a base of your own, searchable by meaning rather than by exact wording. And wishlist and blacklist flags follow the person into any future role.
You analyze forty profiles for one role, pick one, and the remaining thirty-nine evaporate. Six months later, on a similar role, you start from scratch, and sometimes reach out again to someone who had already said no.
The analysis work becomes an asset. The base grows with every role, and the search understands what you mean even when the profile uses different words.
Searching for "who has structured discovery from scratch at a small company" returns people whose profile contains none of those words, because the comparison is by meaning, made over the semantic representation of each profile.
It is the same technology that makes the product reject keyword matching back at the screening stage, applied to your own history.
None of these profiles contains the phrase searched for: the search is by meaning.
Flagging someone as wishlist makes that person appear highlighted in any compatible role in the future. Blacklist hides them from every ranking, with the reason recorded.
Rejection is different: it applies only to that role. Someone who is not right for one position may be perfect for the next.
Most claims are backed up, but the discovery impact is described without numbers, so it loses points here.
Progression with growing scope, not just growing titles.
Discovery mentioned without an impact metric, so the result cannot be confirmed.
In a multi-client tool, the talent base is the most tempting place for data to leak between organizations. Here that is prevented by construction, and tested.
A score across four dimensions with text for each one, a read of the career, strengths, concerns and gaps, plus the odds of acceptance.
See inside →SourcingSearch with a strategyTarget companies, adjacent titles and career signals, all editable. Live sweep on your own account, at your own pace.
See inside →TeamOrganizations and rolesSeveral hunters, roles with permission per resource, teams and clients. Two-level auditing and a manual on every screen.
See inside →It takes a real role to see EVO work, not a canned example.
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