High-Conviction Diagnostics.
No Sales Call Required.
Strategic talent decisions require analytical clarity, empirical calibration, and transparent market realities before capital is committed to an executive mandate.
Engineered to clarify signals before commitments are made.
JD Check
Analyses job descriptions for structural contradictions, hidden seniority misalignments, bloated requirement lists, and implicit blockers that quietly repel Tier-1 talent.
Talent Feasibility
Evaluates whether a target mandate is realistically hireable based on candidate pool density, compensation elasticity, geographic mobility friction, and technical rarity.
CV Check
Audits candidate CVs and executive resumes for signal density, concrete technical evidence, verified ownership, commercial outcomes, and critical gaps in documented impact.
Career Fit
Quantifies the trajectory alignment between a senior leader's proven capability vectors, organizational runway requirements, and prospective executive mandates.
Interview Builder
Generates role-specific, adversarial interview architectures focused on diagnosing high-stakes decision-making under genuine constraint and real complexity.
Offer Decision
A rigorous multi-vector framework for dispassionately evaluating employment offers across cash percentiles, equity vesting cliff risks, role autonomy, and career equity.
Compensation Intelligence Engine.
Calibrate regional salary percentiles, equity structures, and counter-offer friction across Hirmatic operating markets. Powered by empirical recruitment benchmarks and cross-border placement data.
Mandate Parameters
- Unvested RSUs / ESOP handcuffs requiring structured buyout or sign-on bonus.
- Counter-offer intensity exceeding 40% across senior engineering appointments.
- Cross-border tax differentials when sourcing remote or overseas returnees.