Five core capabilities. One decision: should you apply.

Five core capabilities, built on the same recruiter logic. Each one answers a question a hiring manager will ask about your CV — before they ever read it.

Jump to a capability

Evaluation

A real shortlist score, not a vibes-based rating.

Simulates how a professional recruiter assesses a CV against a specific target role. It dynamically generates a suitability score, a hiring decision signal, a category-by-category performance breakdown, and a prioritized risk matrix.

8 scoring categories
Persona-adjusted weights for 29,400 role profiles
Three-class decision: Shortlist, Hold, Reject

Explanation

Every score traceable to a rule, in plain language.

Provides clear, natural-language rationales for every score deduction, penalty, and flagged risk. All outputs are strictly traceable to deterministic evaluation rules rather than opaque AI inferences.

RISKS EXPLAINED

HIGH Leadership Gap

DETECTION

CV does not show direct reports, team-lead responsibility, or budget ownership — but the target seniority is Manager or above.

RELEVANCE

At Manager and above, recruiters need explicit evidence of leadership scope. Without it, Seniority Match drags the overall score and recruiters write you off as an individual contributor.

ACTION

Add the team size you led, the budget you owned, and the people decisions you made — in your own words. The Rewrite Recommendation engine sharpens the language, never the facts.

Illustrative example

Rewrite Recommendation

Sharper language. Same facts. Never invented.

Suggests specific, high-fidelity content improvements for the CV. Operates under strict compliance guardrails: it never hallucinates credentials, invents facts, or fabricates professional achievements.

REWRITE RECOMMENDATION

ORIGINAL

Responsible for managing social media accounts and helping with marketing campaigns across multiple platforms.

REWRITTEN

Owned three social channels across two regions; grew engagement 34% in two quarters.

ORIGINAL

Worked with the sales team to support lead generation activities and outreach campaigns.

REWRITTEN

Partnered with Sales on 6 outreach campaigns; contributed to 22% pipeline increase in Q3.

Illustrative example

Interview Preparation

Practice the questions your risks will provoke.

Dynamically converts high-severity risks identified in the evaluation phase into structured question banks, ideal answer frameworks, and strategic candidate mitigation guides.

INTERVIEW PREPARATION

HIGH Leadership Gap

Q1
Tell me about a time you led a team without formal authority.

→ Use a cross-functional project example. Lead with the outcome you drove, not the process.
Q2
How did you measure success when you weren't the manager of record?

→ Quantify success: team output, delivery speed, or stakeholder satisfaction. Avoid vague claims.
Q3
What scope would you need to do this role well?

→ Be specific about title, headcount, and budget authority. Vague answers flag seniority risk.
Q4
Why are you moving from Marketing into Sales now?

→ Frame the move as intentional, not reactive. Lead with commercial evidence already in your current role.
Q5
Describe a time you influenced a decision without budget authority.

→ Name the stakeholder, the decision, and the measurable result. Process-only answers flag influence risk.

Illustrative example

Career Guidance

Longer-horizon coaching to close the gaps that shape your next role.

Delivers macro-level, long-horizon career coaching. It identifies critical gaps in certifications, languages, and leadership scope to guide the candidate's next professional transitions.

CAREER GUIDANCE

1

Earn a people management mandate
Director-level roles in this market require documented headcount ownership. Seek a team of 6+ within 18 months.
2

Add Arabic or French to your profile
Language & Market Fit scores are suppressed without a regional language for MENA and Francophone Africa roles.
3

Pursue a product certification
AIPMM or Pragmatic Institute certification increases keyword match on 34% of Director-level PM postings in this region.
4

Build a public record of strategic work
Two or more published case studies or documented launches raise Context & Scale Match scores by an average of 12 points.
5

Secure a cross-industry referral
One senior endorsement from a Sales or RevOps leader converts an Industry Adjacency risk from HIGH to MODERATE in recruiter reads.

Illustrative example

Honest scope

What HireGPS is not

Not a generic AI career chatbot.
Not a resume template builder.
Not a keyword-stuffing ATS tool.
Not a salary benchmarking app.
Not a job board or social network.

Know exactly how a recruiter will read your CV.

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