The CV said 100th. Kit said first.

The CV said 100th. Kit said first. She got the job.

About 200 applicants. The applicant tracking system marked one applicant as missing two of the five criteria. Rhaelm's hiring lead guessed she was "about the 100th CV down the list". Her CV read: "medical transcriber, data cleanser... how's that relevant". Kit rated her around 90%. In conversation she described running the show for a Lloyd's of London business. She was hired.

Rhaelm's hiring lead also met fewer people: "I probably had to at least speak to five or six, whereas actually I've spoken to three."

A CV is a thin, self-written sales page.

It says where someone has been. It rarely says whether they would thrive in this team, with this manager, on this problem.

A typical one-page CV is about 500 words. The same person in a Kit conversation gives about 2,000. Both are estimates.

CV filters miss good people, and the misses aren't random.

In a large field study, applicants that a machine model picked and human screeners rejected were 14% more likely to get an offer after interview, and 0.2 to 0.4 standard deviations more productive once hired. The gains came mostly from people with non-traditional CVs (Cowgill, 2020).

Every applicant gets heard.

Today most applicants are assessed on a page and never hear back. With Kit, every applicant gets a real conversation about the job, at a time that suits them, and gets heard for what they can do, not only where they've been.

This matters most for the people CVs miss: a mother coming back to work after five years at home with her children, someone changing career, someone whose best work was never in their job title.

Some people are far better talking than on paper.

People with dyslexia. People coming back after years away. Kit gives them time to think, and asks again if they need it.

Kit gives everyone a shot.

When someone's passionate about working for you and wants a chance, they can speak to Kit. If they're great, you'll see them.