AI matching demo
Your AI talent scout for UAE hiring.
Scouting turns a CV or a job spec into structured data, scores every pairing from 0 to 100, and explains the score in one or two sentences.
Paste or upload a CV and it becomes skills, seniority, salary and availability.
Every candidate-role pairing gets a score weighted on skills, level and location.
Matched pairs share a simple message thread. No recruiter in the middle.
Two paths, same engine. Neither side has to write a cover letter or chase a recruiter.
Create your account and agree to the terms
Email or Google. You confirm your email before anything is matched.
Upload your CV, or answer the questionnaire
Both routes are offered equally. Upload and we extract skills, seniority, salary expectation and availability; or type them in directly if you'd rather not hand over a file.
Check what we extracted
Everything is editable. What we got wrong, you fix — it's your profile the scoring runs on.
See your ranked roles
Every live role you match is scored 0-100 with the reason written out. Open one for the full spec.
Talk when a company unlocks you
Companies pay to see who you are. Once they do, you get a message thread with them. No cost to you, ever.
Register the company, not just a person
Company name and website at signup. If your email domain doesn't match the site, the account goes to review before it can unlock anyone.
Describe the role in rough notes
A few bullet points is enough. We turn it into a structured spec — title, responsibilities, requirements, seniority, salary band — which you edit before publishing.
Read the ranked pool
Top candidates per role, each with a score and a short note on why they fit. Names and contact details stay hidden at this stage.
Unlock the ones worth a conversation
AED 99 per candidate. You get the full profile, the standardised report with hiring advice, and a message thread.
Ask the dashboard questions
Which of my open roles has the weakest pool? Summarise my top three for the ops manager role. It answers from your own jobs and matches.
The report and the paywall
Two decisions shape this product, and they're worth explaining rather than burying in the terms.
When a company unlocks a candidate, it doesn't receive that person's own CV file. It receives a report we generate from their structured profile, in an identical layout for every candidate. Nobody wins on template design or fonts. The only thing that differs between two reports is what the two people have actually done.
Good people lose first screens because their CV was made in Word and someone else's was made by a designer. That gap has nothing to do with the job. Standardising the document removes it. And because the paywall sits in front of your identity, your name and contact details aren't circulating in inboxes of companies that were never serious.
AED 99 buys a candidate you already know scores well, presented consistently, with written advice on strengths, concerns and a recommendation for that specific role. Against an agency fee at 15 percent of salary, the arithmetic isn't close. Browsing your ranked pool costs nothing, so you never pay to find out whether there's anyone worth seeing.
Match score, the explanation, general seniority, general skill area, city-level location. No name, no photo, no contact details, no CV, no messaging.
Full profile, contact details, the standardised report as a PDF in the dashboard and by email, and a direct message thread with the candidate.
The line between those two views is enforced on the server. A locked match never has the hidden fields sent to the browser in the first place.
Not customer counts — we're new. These are the mechanics of the approach itself, illustrative of what it's designed to do.
0-100
Score on every pairing
No shortlist without a number behind it.
6
Structured fields compared
Skills, seniority, salary, availability, location, remote.
1 layout
For every candidate report
Content differs. Formatting never does.
AED 99
Flat unlock, per candidate
No subscription, no per-post fee, nothing for candidates.
Your CV or job spec is read and turned into structured fields — skills, seniority, salary expectation, availability, location and remote preference. Every candidate is then compared against every role on those fields and given a score from 0 to 100, plus one or two sentences explaining that score. You can disagree with the reason, which is the point: it tells you whether your requirements are filtering for what you care about.
A flat AED 99 per candidate. Posting roles, seeing your ranked pool, reading match scores and reading the explanations are all free. You only pay when you want a specific candidate's identity, contact details, standardised report and the ability to message them.
No. Candidates never pay to create a profile, be matched, or talk to a company that has unlocked them.
Match score, the AI explanation, general seniority, general skill area and city-level location. No name, no photo, no email or phone, no CV file, and no messaging. That gating is enforced on the server, not hidden in the interface.
Your profile is only visible to companies whose roles you match, and only in redacted form until they unlock you. We don't sell profiles or publish them to a public directory. Full detail is in the Privacy Policy, and you agree to it explicitly before your profile is created.
Confirm your email, then give us your company name and website at signup. If your signup email domain doesn't match your stated website, the account is flagged for manual review before it can unlock any candidate. It's a deliberately simple check that stops the most common kind of fake employer account.
Because CV design is a skill unrelated to the job. Every unlocked candidate is presented in exactly the same layout, generated from their structured profile, so what differs between two reports is the content. The report also carries written hiring advice for that candidate against that specific role: strengths, concerns and a recommendation.
Case study
An illustrative scenario: one hiring bar across three countries, without pretending the three markets are the same.
Job search
Standing out isn't about design or adjectives. It's about being the easiest person to say yes to.
Hiring
No-shows usually aren't rudeness. They're traffic, shift work, a better offer, and a first round that cost the candidate half a day.