Over the last 20+ years, ATS platforms have become incredibly effective at storing resumes, managing workflows, and tracking candidates.

What they still struggle to answer is a much harder question:

Which candidates are actually worth interviewing?

Rather than focusing on candidate storage, George & Gigi help recruiters and hiring managers:

• Interpret candidate evidence

• Assess role alignment

• Surface risks and validation areas

• Generate interview strategies

• Improve hiring consistency

• Accelerate decision-making

Think less ATS storing.

Think decision intelligence for talent acquisition.

“It saves days of research and synthesizes it into a workable dashboard.” ~David - Talent Acquisition Pioneer

What people are already saying.

“It is really recruiting intelligence.”

“This does it better. It actually recommends the path, the story... so someone can better understand the role and how to best fill it.” ~MB

“Even if this thing could help me be 50% on who gets an interview, that’d be helpful.” ~CS

“It looks like you combined three or four AI tools I use and put everything into one.”

“What I used to do manually, George turns into an automatic workflow. George pushes everything out automatically — the questions, the validation, all of that.” ~BS

We’re interested in connecting with investors, ATS leaders, recruiting technology founders, product teams, and innovation groups exploring how AI can move recruiting beyond workflow management and toward hiring intelligence.

If you're working on the future of recruiting technology, we’d love to compare notes.