Transparent opportunity matching and shortlist platform

Reduce shortlist rework while keeping the reasoning visible. For recruiters, talent teams and professional networkers matching people to roles and contacts, convert permitted profile data, role requirements, location constraints and outreach history into reviewer-approved shortlists and outreach drafts linked to stated fit reasons. The benefit is a testable hypothesis, measured through accepted shortlist entries per recruiting hour and follow-up replies per outreach batch; do not assume that AI output alone produces business value.

Confirm the buyer's problem and scope, collect permitted profiles, role requirements, location constraints and outreach history, then follow this sequence: 1. Ingest permitted profiles, role requirements and preferences. 2. Suggest collaborators, opportunities and professional contacts from stated criteria. 3. Show why each suggested connection or opportunity fits. Resolve uncertain cases with qualified reviewers, approve reviewer-approved shortlists and outreach drafts linked to stated fit reasons, and measure accepted shortlist entries per recruiting hour and follow-up replies per outreach batch against a documented baseline.

How the AI works

Use AI to interpret permitted inputs, suggest structured mappings and generate candidate outputs for the three stated task modules. Use deterministic code for arithmetic, schema validation, hard constraints and reproducible tests. Review source-linked explanations and uncertainty before accepting results. One fixed role family and permitted data sources; final hiring and outreach decisions remain human. A model suggestion is never a verified fact, professional decision or authorization to act.

Safeguards

Preserve candidate consent, source attribution, accuracy and usage permissions. Candidates and hiring owners approve substantive changes and outreach scope. One fixed role family and permitted data sources; final hiring and outreach decisions remain human. Keep all consequential actions under authorized human control and do not fabricate missing inputs, permissions, professional judgments or market evidence.

What to build first

Pilot scope: One fixed role family and permitted data sources; final hiring and outreach decisions remain human. Implement one approved input format, a bounded representative case set and the first two task modules: ingest permitted profiles, role requirements and preferences; suggest collaborators, opportunities and professional contacts from stated criteria. Support the third module with operator review: show why each suggested connection or opportunity fits. Include source references, corrections, basic organization access, approval states, export and value measurement. Use managed operator assistance for unresolved exceptions. The cost estimate covers this narrow prototype, not unrestricted multi-tenant scale, complex production integrations, specialist certification or physical operations.

What it can connect to

Applicant tracking systems, professional networks, calendar and mapping services, and outreach mailboxes. Start with file exchange and validate destination specifications before promising direct posting or messaging. Start with authorized file exchange. Validate current provider access, usage rights and schema behavior before promising a connector.

The screens in detail

Primary screens: Role and profile intake, Editable shortlist and outreach preview, Client proof and delivery. Use a thumbnail gallery for open roles and candidate pools, a large central matching canvas, and a right-hand panel for fit reasons, constraints and comments. Let users compare candidate versions side by side. Display draft, changes requested and approved states. Provide a client preview link with comments anchored to the relevant candidate or role. Make the task-specific outcome reviewer-approved shortlists and outreach drafts linked to stated fit reasons visible beside its evidence, review state and value baseline.