Recruit41 started with a problem all of us were facing, in different ways.
I had a role open. More than 200 applications came in, and after HR’s first pass over 60 profiles were still sitting with me.
And then came the actual question: now what?
You can filter for experience, for keywords, for a particular technology. None of it tells you who actually did the work they describe, who made the decisions, or who can do the job you are hiring for.
My co-founders had versions of the same problem: one hiring freshers by the thousand, another building an engineering team without the hours to interview everyone properly.
We did not have too little data about candidates. We had too much. Resumes. Applications. Assessments. Interview notes.
What we didn’t have was evidence.
So we built Recruit41 to have a real conversation with every candidate, not a chatbot running a fixed set of questions. Someone says they built a system: how did they build it, why that decision, what would they do differently? Someone says they can solve a problem: give them the problem.
Not to replace the hiring manager. Not to make the decision. To gather evidence of what someone can actually do, at a scale that was never possible before.
It has grown since, from screening to conversational interviews and supervised assessments. The question has not.
How do you find the signal in a large pool of people without reducing them to keywords, scores or a 30-minute conversation? Give them the chance to show who they are and what they do.
That is the problem we are still working on.