Hiring without a recruiter? We sit on your shoulder.
For founders hiring themselves, and People leads managing hires across disciplines they don't speak fluently. The system that bridges recruiter craft and your domain expertise, translates CV lingo, structures the brief, runs the screen.
- Recruiter craft, baked inThe how, scoping, screening, interview design, is the product's default.
- Your domain, translatedCV lingo and seniority signal explained in plain language as you read.
- Hiring managers in one roomComments, mood tags, no training. Everyone routes back to the recruiter.
Recruiter acumen meets your domain expertise. In the same system.
A good recruiter brings the craft, how to scope, screen, interview, write outreach that doesn't get ignored. You bring the role: what it does, who fits the team, what good looks like up close.
We carry the craft as the product's default; we ask you for the domain bits only you can answer. You don't need to learn a recruiting discipline, and you don't need to hire one.
- Job structuring
- Screening rubric
- Interview design
- Outreach voice
- What the role actually does
- Team chemistry
- Domain language
- Comp + leveling
Reading a CV in a domain you don't speak? Vouch translates.
You're a People lead hiring a backend engineer. A founder hiring a head of sales. The CV says "event-driven services with exactly-once semantics" or "closed mid-market net-new in EMEA". We read each line and tell you what it means, what it signals about seniority, how strongly it matches your qualifiers. You stay the decider, you just stop second-guessing the lingo.
- ◆ CV line 1
Built event-driven services on Kafka with exactly-once semantics.
Vouch translatesReal-time data plumbing. The 'exactly-once' bit is hard and signals senior.
Strong signal - ◆ CV line 2
Owned cost optimisation across AWS infra, 38% YoY reduction.
Vouch translatesMade the cloud bill smaller without breaking things. Measurable.
Quantified - ◆ CV line 3
Mentored 3 ICs through a Staff promotion cycle.
Vouch translatesLeveled three engineers up by one rank. Tells you about coaching skill.
People signal
Comments. Mood tags. No training session. The HMs you bring in actually participate.
When you pull in hiring managers, or co-founders, a domain expert from another team, they get a clean candidate view. No tour, no login they'd resent. Tap a mood tag (Perfect / Interesting / Boring / Not for us), leave a comment. You pick it up instantly.
Internal comments stay hidden from the candidate. Per-role permissions. One place instead of three Slack channels and an email thread.
Owned a real-time fraud system at Tibber, the kind of work this role's first quarter looks like.
Love the payments depth. One worry, does she want hands-on or lead? Want to dig into that round 1.
A careers page on your domain. And a widget for anywhere else.
Custom domain, your colours, OG images, team and culture blocks built in. The candidate never sees a generic ATS subdomain unless you want them to.
Plus an embeddable widget, one line of HTML drops open roles onto your marketing site, About page, investor page. Apply and refer buttons anywhere the candidate already is.
- Senior BEApply →
- DesignerApply →
- Solutions EngApply →
See what Vouch is worth to your team in a year.
Drag the inputs. We model time saved across your recruiters, faster time-to-fill (one fewer week of pipeline slip per role), and the cost of running 30+ tabs from your existing stack.
Hours saved × weeks × team size × loaded cost.
Days faster × roles × daily cost of unfilled role.
Recruiter time + faster time-to-fill.
Moving from another ATS? We move your data in weeks.
Free migration on the team tier. Candidates, history, pipelines, tags, moved safely, GDPR-clean. Håkon takes the first call.