For employers
Every introduction is
worth your time.
You've posted jobs before. You know what happens — 400 applications, 380 irrelevant, three weeks of screening. TalentSync sends you only candidates who are genuinely worth an interview.
How it works
Three steps. One week. Real candidates.
No recruiter fees. No endless sourcing. Describe the role, and the algorithm matches both sides every week until it's filled.
Describe what you need
Paste a JD or upload a PDF. Then do a short AI chat about what actually matters — team dynamics, what the last person struggled with, what "great" looks like day-to-day. This is the signal that separates good matches from perfect ones.
We solve the market
Every Sunday, the algorithm optimizes the entire market simultaneously — every candidate, every job. It doesn't rank people against your listing. It finds the best mutual fit across the whole system.
Candidates arrive Monday
Up to 5 pre-vetted candidates per role, globally optimized. These aren't people who clicked your ad. They're people the algorithm placed with you because the fit is genuinely strong — for both sides.
The algorithm advantage
Global optimization, not per-job ranking.
Job boards rank candidates per listing. We solve the entire market simultaneously — every candidate, every job, every week. The result: candidates you'd never find through applications alone.
Hireable candidate rate
In simulation, 95% of companies received at least one hireable candidate via TalentSync. Traditional job boards: 25%. Validated across 50 random seeds, p<10−20.
Candidates you'd never see
Global optimization surfaces candidates who wouldn't have applied to your listing but are an excellent fit. The algorithm sees across the entire market — not just who clicked your ad.
Algorithm: min-cost max-flow with tiered job nodes and ensemble slot allocation. Scoring: structured assessment .28, skills overlap .25, culture add .17, psych match .15, seniority .10, role .05.
Who we want
Hiring managers, not HR generalists.
The person who knows what the role actually needs is the person who should describe it. That's you.
Why the AI chat matters
A JD lists requirements. But the difference between a good hire and a great one is team context — how the team communicates, what the last person struggled with, what "great" looks like on a Tuesday afternoon. The AI chat surfaces this signal from the person who actually knows: the hiring manager.
What HR can still do
HR can create the account and upload the JD. But have the hiring manager do the AI chat. That's where matching quality jumps from "competent" to "exactly right." The algorithm can only optimize on signal it has — and team dynamics signal comes from the team lead.
Pricing
Simple. Aligned with your success.
You pay when someone gets hired. Not before.
Standard
Free through Q2 2026
1% of listed max compensation on hire after that
- ✓ Up to 5 candidate introductions per week
- ✓ Full algorithm optimization
- ✓ AI hiring manager chat
- ✓ Match quality feedback loop
Premium
Coming soon
for teams hiring at scale
- ✓ Up to 10 candidate introductions per week
- ✓ Priority matching in the algorithm
- ✓ Multiple simultaneous listings
- ✓ Team composition analysis
Pricing announced when the platform reaches critical mass.
FAQ
Questions you should ask.
How is this different from a recruiter?
A recruiter searches their network for your role. We optimize the entire market simultaneously — every candidate, every job, every week. Recruiters charge 20-30% of first-year salary. We charge 1% of listed max compensation on hire. And our algorithm doesn't have favorites.
What does it cost?
1% of the role's maximum listed compensation, due on hire. Free to list through Q2 2026. Always free for candidates.
Can I have multiple listings?
Yes. Each listing gets its own AI chat and its own weekly candidate flow. On the standard tier, each listing receives up to 5 introductions per week independently.
What if the candidates aren't good?
Rate every match. The algorithm learns from your feedback and recalibrates. If it's consistently off, the AI chat may need more signal — try giving it more context about team dynamics and what "great" looks like in practice.
Why can't I get candidates immediately?
Because rushing is how you end up screening 400 resumes again. The algorithm runs a full market optimization every Sunday — every candidate, every job, solved simultaneously. That takes a cycle. The tradeoff is that when candidates arrive Monday, they're worth your time. Speed optimizes for volume. We optimize for fit.
Can I list the same JD multiple times or across multiple accounts?
You can. You'll likely annoy candidates and get no better results — potentially worse. If you have multiple headcount for the same role, it's best to go through candidates as they come naturally.
What if I need to fill faster?
A boost tier is coming — 10 introductions per cycle instead of 5, for roles where time-to-hire matters most. Details soon.
Why can't I search or browse resumes?
Because that's what every other platform does, and it doesn't work. Browsing incentivizes keyword stuffing and resume gaming. TalentSync matches on substance — skills, trajectory, cultural fit — not on who optimized their profile best. You get candidates the algorithm believes are genuinely strong fits, not the ones who gamed their way to the top of a search.
Matching runs Sunday. Results Monday.
Post your role now. You're in the next cycle.