The moment that settled it for me was when a recruiter asked me to refine my CV without once asking whether I could actually do the job. I had been on the other side of that table too. As a hiring manager, I shortlisted people knowing somewhere in the pile I had not reached was probably someone better suited. As a candidate, I spent hours tailoring the same information into slightly different boxes for the same role, wondering what any of it had to do with whether I could actually perform. Both experiences pointed to the same root cause. The data mechanism was broken and nobody was fixing it at the source. Gen AI made it more urgent, not less. When anyone can generate a world-class CV in thirty seconds, the CV stops meaning anything at all. The signal collapses entirely. We started building something different, originally a gamification layer to assess skills that would feed into a candidate passport. But the more we built, the clearer it became that the problem was not a feature problem. It was an infrastructure problem. So we evolved. We decided to focus purely on solving the primary problem whilst enabling aspects of the existing process that were actually working. Instead of build everything from scratch, we will work with partners on the evidence and verification layer, standardising the data inputs so that formatting and bias stop leading the hiring process, and verified skills and capability drive it instead. HSP1 (our MVP1) is where that thinking starts. We are early but we are building on the right foundation this time.

HIOFU

Hiring tools got smarter. The data inputs didn't. Until now.

Hiring tools got smarter. The data inputs didn't. Until now.