Hire on evidence, not resumes.
Every candidate has already interviewed. You see clear, approved proof of how they actually work. Never a resume pile, never their raw transcript.
Bias-audited & contestable · LL144 and EU AI Act aligned.
Matched to your roles · sample
- AS94%
Aisha S. · ML Engineer
matched on: structured debugging
- RV91%
Rahul V. · Backend
matched on: systems ownership
- MK88%
Meera K. · Platform
matched on: reliability under load
You're hiring from a guess.
A resume only tells you what someone claims, in a format a filter can reject before anyone reads it. So the person you hire is often the one who wrote the best document, not the one who does the best work.
300+ resumes per role
20s each gets, at best
1 hire — mostly on a guess
Your resume pile
312 · unread- Buried
312 applications
one open role
- Skimmed
~20 seconds
average resume scan
- Filtered
Keyword-first
filters before humans
- Filtered
Great people
screened out on format
- Buried
The one you want
somewhere in the pile
- + 307 more you'll never open
Approved signal. Never the raw interview.
You get evidence a hiring manager can defend: every trait backed by the candidate's own words. The full transcript stays sealed, so your process stays fair and easy to defend.
Candidate evidence, visible to you
I bisect the failure — reproduce it, then halve the surface until the cause is isolated.
When the spec was unclear I wrote down my assumptions and confirmed them before building.
I shipped the fix, then added the alert so it couldn't fail silently again.
What you never see
Candidates approve what they share. You never handle unfiltered, off-the-record answers, which keeps you clear of bias and privacy risk.
From open role to warm intro.
Read how each candidate actually thinks. Traits backed by their own words, ranked by fit. Never a raw transcript.
- Every score is sourced
- Defensible to hiring managers
- Bias-audited & contestable
Ranked on proof, with the reason.
Each candidate comes with why they fit — the exact evidence, not a keyword overlap. Sample profiles shown.
Aisha S.
ML Engineer · 4 yrs · remote
94%
match
Why they fit: reasoned cleanly through an under-specified failure, stated assumptions first
Fast to hire. Safe to defend.
Speed means nothing if you can't defend the hire later. On Placedon, every decision is backed by evidence you can point to, and a candidate can challenge.
Voices from hiring teams
Signal people can stand behind.
We stopped shortlisting on keywords and started reading how people actually reason. Our first two Placedon hires were people we'd have filtered out on paper.
Dana Okafor
Head of Talent · Meridian
The trait scores link straight to the moment in the interview. When a hiring manager pushes back, I show them the exact answer. No more black box.
Ravi Menon
Talent Partner · Cortex
No timer, no trick questions, and I could see every trait it pulled — and contest one. First interview in years that felt like it was actually listening.
Sofia Lindqvist
Candidate · placed at Lumen
What hiring teams ask.
Every candidate completes an interview before they ever reach you. We turn that conversation into traits, each backed by their own words. So what you see is proven, not just claimed.
No setup fee · cancel anytime
Stop guessing from resumes.
Give one team one week. Watch how fast “who should we talk to?” gets an honest answer.
Every score is bias-audited and contestable.