The manifesto

Every polished careers page hides a story.

The interview you are about to enter already has a track record. Now you can read it.

The worst part of a bad hiring process is not the rejection. It is the silence. The four interviews and then nothing. The take-home that quietly became free consulting. The recruiter who loved you on Friday and vanished by Monday. You gave your time, your hope, and your best self, and the company gave you a closed loop and a generic email, if that.

A company can have a beautiful brand, a glossy careers page, and a wall of awards, and still treat the people trying to join it carelessly. That gap between the image and the experience is invisible until you are inside it. We think it should be visible before.

In their words

Four interviews, then silence.

They said urgent hire, then paused the role.

The salary range changed at the end.

A generic rejection, six weeks later.

What we believe

A few things, plainly.

Candidate first. Companies can respond and set the record straight, but they can never bury what a candidate experienced. Whose side we are on is not a secret.

The process, not the people. We review companies, roles, and how they hire. We never name the recruiter or the interviewer. This is accountability, not a pillory.

Transparency over outrage. One angry account is a story. A hundred structured accounts are a fact. We are built to surface the pattern, not to host a rage forum.

How it works

Every account you share is broken into the things that actually matter: how long it took, how many rounds, whether they communicated, whether the salary held, whether they ever closed the loop. On its own, your story helps the next applicant. Together with everyone else's, it becomes a number a company cannot wave away. When a third of candidates who reached a final round report being ghosted, that is no longer an anecdote.