We’re rebuilding early careers because the status quo fails too many.

Early talent recruitment is broken in a specific, fixable way: it selects for prior advantage rather than future potential. The young person with the polished CV, the personal statement edited by a relative, the internship secured through a family connection — they’re not always the highest-potential candidate in the pipeline. They’re just the best-supported one.

The average vacancy gets 140 CVs. Most measure past advantage, not future potential.

Candidates now use AI to write applications. Employers use AI to screen them. Screening volume goes up, signal quality goes down, and everyone loses confidence in the decision at the end. Adding more screening is not the answer.

The answer is to capture genuine behavioural evidence before an application is ever submitted — and to make selection decisions based on what candidates actually did, not what they (or an LLM) claim.

That’s what we’ve spent ten years building. It’s also, incidentally, how you find potential everywhere.