You don't need four hundred applications. You need the right five.
Tell us the role. Within 72 hours you get a shortlist of people who have already been interviewed — with the recording, the scores, and the exact words behind every one of them.
The problem
Hiring isn't hard because there aren't enough people. It's hard because there are too many.
You post a role. You get hundreds of applications. You read maybe a tenth of them, phone-screen eight, and six of those waste the hour. Three weeks later you make an offer to someone you're not sure about — and you still don't know what you missed in the pile you never opened.
What you get
A shortlist of five to ten people, ready to interview, in seventy-two hours.
Already interviewed
Not a questionnaire. A recorded spoken conversation, with the candidate's consent.
Scored on five dimensions
And every score comes with the evidence that produced it.
Checked against the CV
What they said out loud, measured against what they wrote down.
Actually interested
They've seen the role and put their hand up. Not a database search.
The approach
Four things happen between your job description and your shortlist.
We already know the market
Our platform reads new job postings across the region continuously, so we know who is hiring, for what, and how long roles have gone unfilled. That same pipeline tells us where the talent is concentrated.
We match on meaning, not keywords
Candidates are scored against your brief on skills, experience, location and salary — then compared semantically, so a relevant person isn't missed because they used a different word for the same job.
We interview them
A voice AI holds a real spoken conversation with each candidate, recorded on video with consent, tailored to the role family.
We score, and show the evidence
The conversation is analysed across five dimensions. Every score is published with the candidate's own words and the timestamp where they said them.
Turnaround from signed brief to delivered shortlist: 72 hours.
What lands on your desk
The shortlist.
Eight years running multi-site operations in the same sector, currently in Dubai, available within two weeks. Interviewed and scored 92.
Ranked against your brief, not against a keyword. The score blends skills, experience, location and salary fit — and the interview result moves people up or down it.
Every person on the list has seen your role and said yes. Nobody here is a maybe.
You swipe. The ones you want get a conversation opened with them immediately.
Illustrative — sample data, not a real candidate.
The part nobody else does
We don't ask you to trust the score. We show you where it came from.
I inherited a team of nine that had lost three supervisors in a year. I spent the first month doing shifts alongside them before I changed anything.▶ 08:14 — jump to this moment
Anyone can give you a score. A score on its own is just someone's opinion with a number attached to it.
Every dimension here opens into the candidate's own words and the timestamp where they said them. You can jump into the recording and watch it yourself.
Which means when a hiring manager asks “why this person?”, you have an answer you can play back rather than defend.
Illustrative — sample data, not a real candidate.
The one that matters most
Sometimes what they wrote and what they said don't match.
Regional Manager, 2019–2024
“about two, maybe two and a half”
“I was there about two, maybe two and a half years before I moved across to the Dubai side.”
▶ 14:22 — jump to this momentNobody had to catch this. The system did.
One of the five dimensions compares what a candidate says out loud against what's written on their CV, and flags the gaps with the evidence attached.
So the question is: how would you normally catch that today?
Illustrative — sample data, not a real candidate.
Inside the product
Post a role, review candidates, talk to them. All in one place.
Your roles, their status, and the candidates against each one — on your phone, not buried in an applicant tracking system nobody logs into.
Post a role in about two minutes. Review the shortlist as cards. Swipe the ones you want and a conversation opens with the candidate directly.
Your wider team gets their own seats at $4 per person per month, so hiring managers can review their own candidates without going through you.
Live screenshot from the Rcrut employer app.
The question everyone asks
“Where do the candidates come from?”
From a consumer app that people actually use to find work — not a CV database that was scraped once and left to rot.
Candidates browse and swipe roles daily. They build a full profile: skills, experience, education, projects, certifications, portfolio.
And critically, they volunteer for assessment. They sit AI voice interviews to stand out to employers, and take skill quizzes to put a verified score on their profile. Nobody makes them. They do it because it gets them hired faster.
That's why the people on your shortlist are interviewed and interested at the same time. It isn't a database — it's a queue.
Practice Interviews
“Take an AI voice interview and stand out to recruiters.” This is where your shortlist's interview scores come from.
Test Your Skills
“Take a 5-minute quiz and add a verified score to your profile.” Scored per skill and banded against a cohort.
AI Career Advisor
A personal assistant that improves their CV and finds them roles — which is what keeps them coming back and keeps the pool warm.
A deadline that isn't ours
Nationalisation targets are the hardest sourcing problem in this market.
Emiratisation — 31 December 2026
Companies with 50 or more staff must reach 10% Emiratis in skilled roles. Unfilled Emirati positions are penalised at AED 9,000 per month each — around AED 108,000 a year.
Companies with 20–49 staff in designated sectors carry their own targets.
Nitaqat — the Yellow band is gone
Anyone previously Yellow is now Red, which stops work visas and closes off government tenders. Quotas now run profession by profession across 269 roles.
Since April 2026, a Saudi employee only counts toward the quota if the contract is documented on Qiwa.
We're not going to pretend to know your numbers — your team will. What we can tell you is how many candidates matching that brief exist today, before you spend anything.
Commercials
Three ways to buy. A fixed fee, not a percentage of someone's salary.
- 5–10 candidates
- Full profiles and recordings
- 72-hour turnaround
- Everything in per-role
- Priority turnaround
- Team seats included
- Works out at $125 a role
- Dedicated support
- Priority sourcing
| Add-on | Price | What it's for |
|---|---|---|
| Platform seats | $4 / person / month | Hiring managers review their own candidates without going through HR |
| Listing boost | $19 – $99 | Featured placement for your role in the candidate app |
| Enterprise | Custom | High-volume hiring, multiple markets, nationalisation targets or ATS integration — priced around what you need. |
Risk
You're not taking one.
Five or free
If we don't put at least five candidates in front of you who match the brief you signed off, you pay nothing.
Sixty per cent will talk
At least 60% of the candidates you choose to contact will agree to an interview, or that month is credited.
Ninety-day replacement
If someone you hire through us leaves within 90 days, we run the whole role again at no charge.
What we won't promise is that every person we send is the right hire — that depends on your interview and your offer as much as our shortlist. What we will promise is that they're real, they've been interviewed, and they want the job.
Getting started
Three roles. Thirty days. Agreed in advance what good looks like.
| What we'll measure | Target |
|---|---|
| Qualified candidates per role | 5 or more |
| Contacted candidates who agree to interview | 60% or more |
| Offers extended within 30 days | At least 1 |
| Signed brief to delivered shortlist | 72 hours |
- Three roles at $299 each — $897 in total
- You sign off a one-page brief per role
- You give us feedback within three working days
- We review together at the end of the thirty days
If we hit those numbers, we'll talk about a subscription. If we don't, there's no obligation and we'll tell you honestly which one we missed and why.
Honestly compared
What you'd otherwise do.
| Option | What it costs | Where it falls short |
|---|---|---|
| Recruitment agency | 15–20% of salary | Three CVs and their opinion. No recording, no evidence — and the fee scales with the salary. |
| LinkedIn Recruiter | $170–900 per seat | A search tool. It finds people; someone on your team still has to contact, screen and interview them. |
| Job boards | Low, per post | Volume is the problem, not the solution. Four hundred applications is what you're trying to escape. |
| Hiring another recruiter | Salary, visa, three-month ramp | Adds capacity, but doesn't remove the hours lost to sourcing and screening. |
| Rcrut | Fixed fee — no percentage of salary, ever | We don't do senior executive search. For those, keep your agency. |
Next
Give us the role that's been open longest.
- You send us one job description
- We come back in 72 hours with the shortlist
- You decide whether it was worth $299