The seven steps
Step 1: Describe who you need
You explain the role: the mission, the constraints, the skills that matter, and the kind of person who would do well. If you do not yet know exactly who you need, that is a normal starting point. We help define the ideal hire from your mission and your company’s stage. We do not require or produce a formal job description. A job description is usually copied from the previous one and padded with requirements nobody expects to find in one person. It deters qualified people without improving the pool.Step 2: The employer Digital Replica™
We build a data model of your company, the role, and the hiring manager from the conversation and public sources such as your website. From it, the system generates a profile of the person who would be an excellent fit. You review and correct this profile before any sourcing begins. This is where a founder often learns that the role they described is not quite the one the market will fill, or that the compensation band needs adjusting.Step 3: Sourcing
The ideal-hire profile drives targeted job advertising in the places where a matching person is likely to be, not on a single job board. We also run adjacent variations. A search for a product designer may run against senior product designer and UI/UX designer, which widens the pool and shows which title and compensation the market actually responds to. We source people who are actively looking. We do not approach people who are settled in roles they are happy in. Everyone entering a pipeline has expressed interest.Step 4: Talent discovery
People who come in go through a discovery process rather than submitting a résumé. Hard requirements such as location and compensation are confirmed first. Then the questions turn to what a writing tool cannot fabricate on someone’s behalf: the project they are proudest of, the team they most enjoyed working with, what they have actually built. Each person’s answers, experience, and communication style become their own Digital Replica™.Step 5: Matching and validation
Talent Digital Replicas™ are assessed against the employer Digital Replica™ on story alignment rather than keyword overlap, producing a match quality score. Before anyone reaches you:- Proof of Humanity. Identity is screened to filter fabricated profiles and AI-assisted misrepresentation. Some applicants do not pass.
- Compensation. Expectations are confirmed and pre-negotiated against the role.
- Human interviews. At least two, conducted by a member of our team. First conversations are never with an automated interviewer.
- Story preparation. The person’s story is organized against your specific role.