Recruitment software, not an agency
Hireloop does the work nobody wants to do: writing the ad, publishing it, analysing every CV that comes in. What is left for you is the part that actually matters — talking to the right people.
Recruitment is not expensive because it is hard
A recruitment agency charges a percentage of the annual salary, typically 15% to 25%. That means finding a warehouse operative is cheap and finding a director is expensive, even when the work is identical: write an ad, collect applications, analyse them, choose.
That percentage does not pay for the difficulty of the search. It pays for the fact that the price is pegged to a salary. It is a model that suits the people applying it far more than the people paying it.
Hireloop charges a flat fee, agreed up front, identical for any role. You pay at the start rather than on placement: we know that is less comfortable for you, which is precisely why there is a full refund if fewer than 10 eligible applications arrive within 30 days.
We cost less because the repetitive part is done by a program rather than a person: there is no floor of recruiters to keep busy. And because we are paid up front, we have no reason to push you towards any candidate just to close the search.
The method, no mystery
Five stages, always the same ones. No black box, no “artificial intelligence” used as a magic word.
- 01
We remove the name
Before any assessment, names, contact details and other identifying data are stripped from the text the engine analyses. Selection rests on what someone has done, not on who they are.
- 02
A hard gate on requirements
Every CV first passes a plain check: are the mandatory requirements you listed there? The minimum years of experience? Anyone without them is excluded, and the reason is recorded in the assessment log.
- 03
Scoring on signals
Those who pass get a score computed from things extracted from the CV: years in the role, required skills, continuity of tenure, fit with the location. These are written rules, not impressions: the same CV always produces the same result.
- 04
Analysis, with quotes verified
Only now does a language model analyse the remaining profiles and write the rationale. Every sentence quoting the CV is checked back against the original text: if the quote cannot be found, we do not show it. And the model's contribution cannot move the score by more than 30%.
- 05
The shortlist
We do not wait until the end of the month: you get one shortlist a week for 30 days, 4 in all. Each delivery holds at most 20% of the candidates assessable in that batch, and never fewer than 3. For each one you get a card: why they were chosen, what their CV proves, and what to ask them at interview.
What the method cannot do
Better said now than discovered later.
- We do not guarantee a hire. If the market for that role, at that salary, in that area is empty, no program will fill it.
- We do not read between the lines. If a skill is not written on the CV, for us it does not exist — the limit of any document-based selection, human ones included.
- We do not run interviews or check references. Judging the person stays with you, and we believe it should.
- The scoring weights are our best estimate, not revealed truth. We are calibrating them on real searches and will keep correcting them.
The quickest way to find out whether it works
Fill in the brief. If fewer than 10 eligible applications arrive within 30 days, you get everything back.
Start a search