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.
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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!
We built Vouch around a simple insight: hiring works best when you combine a recruiter’s intuition with a manager’s domain expertise. Most tools keep those things apart. Vouch brings them together — in one assistant that helps scope roles, surface the right signals, and move the best people forward.
@artem_anikeev Thanks! Interesting things you're doing too. I just recently spoke to a London recruiter where the person on the camera changed faces mid-interview!
Report
Congrats on the launch!! Love how Vouch is using AI to make recruiting more accurate while keeping the candidate experience front and center, can´t wait to test it out!
Have a question about Vouch? Ask it here and get a real answer.
Do you use Vouch?
Maker Comment
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.
I used Vouch to hire the CEO for one of my companies. Really happy with the process and the result! 10/10 would use again (That's also what I said last time when I used vouch to hire for a PM role).
Vouch just makes hiring so much less painful for both parties. Instead of going through the piles of CVs looking for a good fit, you get a clear picture of candidates straight away. And as a candidate, you get only real verified positions that are actually there, no more ghosting or throwing your CV into the void. This is one of those tools you try once and then wonder how you ever hired without it. Big fan!
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
Wepost
Hyyyped!! Really excited to use this for our next recruitment process. Congratulations guys!!
Vouch
@benjaminbekken yeah! Would love to ASSIST you!
Vouch
@benjaminbekken Thanks! Excited that you will too!
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
Oh yeah!! So stoked to check out the new product! See you at the launch party!! 🦄🦄🦄🦄
@karstenduus 🥳🥳🥳
Vouch
Hi, I’m Håkon — CEO of Vouch 👋
We built Vouch around a simple insight: hiring works best when you combine a recruiter’s intuition with a manager’s domain expertise. Most tools keep those things apart. Vouch brings them together — in one assistant that helps scope roles, surface the right signals, and move the best people forward.
Excited to share it with you today 🚀
Fakeradar
You're always excited about any new product on the recruitment market! It's great to have a team dedicated to your needs. Thank you!
Vouch
@artem_anikeev Thanks! Interesting things you're doing too. I just recently spoke to a London recruiter where the person on the camera changed faces mid-interview!
Congrats on the launch!! Love how Vouch is using AI to make recruiting more accurate while keeping the candidate experience front and center, can´t wait to test it out!
Vouch
@kranern Thank you Marius! And thanks for all the insights from the trenches over the last two years!