Vouch is your hiring sidekick. Scope roles, know where to source, and screen with rigour so the best rise to the top. Sharper job ads, smarter posting advice, interview support, and candidate validation — all in one simple workspace.
memories.sh — One layer for memories, skills, and rules across any agent
One layer for memories, skills, and rules across any agent
Promoted
Hunter
📌
Hi Product Hunt!
I’m super excited to launch Vouch, and here’s a more personal story about why I’m doing what I do.
After graduating from University of Waterloo in Canada in 2019, I was excited to join a startup based in Oslo in Norway. There, I saw consultants come in and out, and the team massively scale from ~100 to a peak of 600, globally, across 4 different continents. I helped to hire a lot, especially during the “hyperscaling” days pre-covid, but as everyone know, the hiring landscape has changed a lot since then, and now with the onset of AI, it has changed a lot again - from recruiter side and candidate side.
I felt the difficulty in screening candidates, organizing templates for messaging, interview scheduling, coordinating interview planing, and creating well scoped jobs. I also know how hard candidates have it hard too in this economic landscape, and AI has leveled the playing field with resumes and cover letters - how can you stand out?
I always believed in referrals from the start, heck, most of my interviews and positions came from recommendations from trusted peers. I saw higher retention in those referred, and I also know most of my friends don’t apply unless they have to, but would take a referral any day. However, I did always feel it was unfair that only those with the knowledge of these “hidden positions” can recommend their network. So when Vouch (v1) came around with a referral-only job board, with reward for anyone to refer someone in their network to a company they love, I hopped on board all the way.
But then we looked back and hear about all the other problems. How can recruiters go through all the information and get unique insights into candidates, especially ones that make candidates standout - motivation, common interest, working style, cognitive skills etc? How can recruiters stop accidentally ghosting the candidates by replying and providing updates more? How can AI be used correctly, not to screen out candidates, but to “screen-in” - help find common fit, followup, plan interviews, make more accurate job descriptions? How can we make it easier for every new job the company publish, it gets easier, and top talent for your talent pool that didn’t can be engaged again?
That’s why we’re excited to build Vouch 2.0 - an application tracking system that actually makes recruiter’s and candidate’s life easier, with the help of AI. Of course, we kept and doubled down on referrals, but we wanted to build also an assistant for recruiters for those other problems. We’re not here to replace anyone, not claiming an agent can do what you can do. We just want to make people’s life easier, and have “admin” time be given back so you can do more important things.
Please drop a comment if you got any feedback - positive, negative, feature requests, fun banter, personal stories.
David
CTO @ Vouch
Report
@davidthevouch I really like your positioning, and being clear that AI is giving back admin recruiting time, not replacing. It's 100% right. There's real value that recruiting specific agent could help solve. Excited to see where this goes!
Do I understand correctly that you don't only offer an easy tool to manage all candidates but you actually have a database of the candidates? Or how does that work?
Report
Hunter
@ekulianova Actually we offer a tool for companies to manage and engage their candidates, but we don't (yet) provide access to a "Vouch"-wide data base. We have plans for that in the future for candidates and companies to opt-in, but we didn't want to do it poorly and spam the users.
@davidthevouch oooh, got it, I didn't catch that from the video. Thanks for the clarification. The product looks great:)
Report
Looks super cool, any plans to expand into the world of virtual interviews etc?
Congratulations on the launch!
Report
Hunter
@odjoai We have some plans around that for the future, but I think the full AI interview will be hard to accomplish / trusted by recruiters. But perhaps an intro screening call that candidates can choose from whatever hours they prefer can definitely make everybody's life easier!
What could v3 hold in store tho? I get it AI points out the signal. But what is the signal? The signal is different for everyone, unique for every team. I would think it might be interesting to think of hiring like a premier League team builder. Like if you stack it with too many ballers all you get is flare and no real output. Future teams might also work way better if the signal is tailored to what the current team already has. Maybe it doesnt need another 3 rockstar techies. Maybe fresh grads would compliment the roadmap and current team more. Like maybe signal is analytics, on a similar level as the way modern football is built around. Like this current transfer window, wow. The game had changed. Everyone 10xed their transfer strategy to be able to compete. Was it because of the new champions League format. Maybe. But football is slow. Tech is way faster. So recruiting evolves. Excited for 2.0 and excited to follow Vouches journey towards v3.0 and beyond. And how recruiting evolves. I feel we are still in the stone age with recruiting. So many issues, not enough solutions. 🚀
@sentry_co So spot on! Love this, thanks for the validation. We’ve started this journey with Vouch 2.0 already, and it’s why we put so much emphasis on job analysis and getting the scoping right up front. If you miss on the actual needs, everything downstream gets noisy. For us, it’s not about chasing titles or stacking the team with “rockstars.” We assess candidates to the job itself – what the team actually needs at this moment, not just what looks shiny on paper. That’s the only way to build for real output, not just flare. Appreciate your comment, it lines up with a lot of what we’re trying to solve!
@hakon_hogetveit1 Yeah. like lining up 200 people, and measuring who can jump the highest is just not a great way to hire. Even if you pick the highest jumper, alignment will probably not be there. But another candidate who looks more rough might align way better with incentive, capacity and ambitions. I would argue in most cases thats the case. Moneyball > blackmirror 1 of 1000 candidates.
Report
Hunter
@sentry_co oh totally! thats why the bulk of our effort is focused on helping you identify who is it youre looking for. instead of starting from role title that box you in to a "i need a senior frontend developer" mindset we approach it with more general questions around what your company needs. Theres so much more to a person than seniority and technical knowledge.
@davidthevouch Great! love that. I think maybe that message could be more clear on the landing-page. # feedback 😬 Our approach is moneyball not blackmirror line em up. etc etc. IMO
Report
This looks great! Curious how it integrates with note-taking apps etc? Would be great to have candidate profiles automatically enriched after interviews, without manually moving notes around.
@chrismjelde Thanks, much appreciated! Yup, that's the whole point of our product, something we'll jump on with more force now after we've gotten the basics in place ❤️ Integrations and/or native.
Hi Product Hunt!
I’m super excited to launch Vouch, and here’s a more personal story about why I’m doing what I do.
After graduating from University of Waterloo in Canada in 2019, I was excited to join a startup based in Oslo in Norway. There, I saw consultants come in and out, and the team massively scale from ~100 to a peak of 600, globally, across 4 different continents. I helped to hire a lot, especially during the “hyperscaling” days pre-covid, but as everyone know, the hiring landscape has changed a lot since then, and now with the onset of AI, it has changed a lot again - from recruiter side and candidate side.
I felt the difficulty in screening candidates, organizing templates for messaging, interview scheduling, coordinating interview planing, and creating well scoped jobs. I also know how hard candidates have it hard too in this economic landscape, and AI has leveled the playing field with resumes and cover letters - how can you stand out?
I always believed in referrals from the start, heck, most of my interviews and positions came from recommendations from trusted peers. I saw higher retention in those referred, and I also know most of my friends don’t apply unless they have to, but would take a referral any day. However, I did always feel it was unfair that only those with the knowledge of these “hidden positions” can recommend their network. So when Vouch (v1) came around with a referral-only job board, with reward for anyone to refer someone in their network to a company they love, I hopped on board all the way.
But then we looked back and hear about all the other problems. How can recruiters go through all the information and get unique insights into candidates, especially ones that make candidates standout - motivation, common interest, working style, cognitive skills etc? How can recruiters stop accidentally ghosting the candidates by replying and providing updates more? How can AI be used correctly, not to screen out candidates, but to “screen-in” - help find common fit, followup, plan interviews, make more accurate job descriptions? How can we make it easier for every new job the company publish, it gets easier, and top talent for your talent pool that didn’t can be engaged again?
That’s why we’re excited to build Vouch 2.0 - an application tracking system that actually makes recruiter’s and candidate’s life easier, with the help of AI. Of course, we kept and doubled down on referrals, but we wanted to build also an assistant for recruiters for those other problems. We’re not here to replace anyone, not claiming an agent can do what you can do. We just want to make people’s life easier, and have “admin” time be given back so you can do more important things.
Please drop a comment if you got any feedback - positive, negative, feature requests, fun banter, personal stories.
David
CTO @ Vouch
@davidthevouch I really like your positioning, and being clear that AI is giving back admin recruiting time, not replacing. It's 100% right. There's real value that recruiting specific agent could help solve. Excited to see where this goes!
Vouch
@davidthevouch ❤️@meadfly
@meadfly thank you, I think a lot of people are misusing AI. We should make it better for both recruiter and candidates
Solid as hell. Looks amazing 💥
Your dream hiring sidekick has arrived 🦄
Vouch
@marius_vabo Thanks Marius! 🦄
Vouch
@marius_vabo Appreciated! Love the meme
Vouch
Why pay for an ATS? Or as we like to call it: spreadsheets with lipstick.
With Vouch, you get that part for free.
What you actually pay for is the assistance - an AI-native hiring co-pilot that helps you cut the noise, focus on real signals, and make better hires.
Excited to finally put this live with the team today
Curious to hear what you think!
Sondre Staavi
Sales @ Vouch
Yolk
Do I understand correctly that you don't only offer an easy tool to manage all candidates but you actually have a database of the candidates? Or how does that work?
@ekulianova Actually we offer a tool for companies to manage and engage their candidates, but we don't (yet) provide access to a "Vouch"-wide data base. We have plans for that in the future for candidates and companies to opt-in, but we didn't want to do it poorly and spam the users.
Yolk
@davidthevouch oooh, got it, I didn't catch that from the video. Thanks for the clarification. The product looks great:)
Looks super cool, any plans to expand into the world of virtual interviews etc?
Congratulations on the launch!
@odjoai We have some plans around that for the future, but I think the full AI interview will be hard to accomplish / trusted by recruiters. But perhaps an intro screening call that candidates can choose from whatever hours they prefer can definitely make everybody's life easier!
DiffSense
What could v3 hold in store tho? I get it AI points out the signal. But what is the signal? The signal is different for everyone, unique for every team. I would think it might be interesting to think of hiring like a premier League team builder. Like if you stack it with too many ballers all you get is flare and no real output. Future teams might also work way better if the signal is tailored to what the current team already has. Maybe it doesnt need another 3 rockstar techies. Maybe fresh grads would compliment the roadmap and current team more. Like maybe signal is analytics, on a similar level as the way modern football is built around. Like this current transfer window, wow. The game had changed. Everyone 10xed their transfer strategy to be able to compete. Was it because of the new champions League format. Maybe. But football is slow. Tech is way faster. So recruiting evolves. Excited for 2.0 and excited to follow Vouches journey towards v3.0 and beyond. And how recruiting evolves. I feel we are still in the stone age with recruiting. So many issues, not enough solutions. 🚀
Vouch
@sentry_co So spot on! Love this, thanks for the validation. We’ve started this journey with Vouch 2.0 already, and it’s why we put so much emphasis on job analysis and getting the scoping right up front. If you miss on the actual needs, everything downstream gets noisy. For us, it’s not about chasing titles or stacking the team with “rockstars.” We assess candidates to the job itself – what the team actually needs at this moment, not just what looks shiny on paper. That’s the only way to build for real output, not just flare. Appreciate your comment, it lines up with a lot of what we’re trying to solve!
DiffSense
@hakon_hogetveit1 Yeah. like lining up 200 people, and measuring who can jump the highest is just not a great way to hire. Even if you pick the highest jumper, alignment will probably not be there. But another candidate who looks more rough might align way better with incentive, capacity and ambitions. I would argue in most cases thats the case. Moneyball > blackmirror 1 of 1000 candidates.
@sentry_co oh totally! thats why the bulk of our effort is focused on helping you identify who is it youre looking for. instead of starting from role title that box you in to a "i need a senior frontend developer" mindset we approach it with more general questions around what your company needs. Theres so much more to a person than seniority and technical knowledge.
DiffSense
@davidthevouch Great! love that. I think maybe that message could be more clear on the landing-page. # feedback 😬 Our approach is moneyball not blackmirror line em up. etc etc. IMO
This looks great! Curious how it integrates with note-taking apps etc? Would be great to have candidate profiles automatically enriched after interviews, without manually moving notes around.
Vouch
@chrismjelde Thanks, much appreciated! Yup, that's the whole point of our product, something we'll jump on with more force now after we've gotten the basics in place ❤️ Integrations and/or native.