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?

I've spent the last several years building George & Gigi, a Recruiting Intelligence Operating System designed to sit above traditional recruiting workflows and evaluate evidence, not just keywords.

All GenAI. Built on 20+ years of recruiting by a recruiter for recruiters

Rather than focusing on candidate storage, George & Gigi helps 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.

I'm interested in connecting with 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, I'd love to compare notes.