@Mihaela Ciobanu - Nice to meet you and thank you for asking. We are piloting with recruitment agencies and Recruiters from companies (with authority to pilot). What we find works best are companies with specific problems - high turnover in a specific role / client company; candidates ghosting; resume fraud etc. The pilot needs to address a real issue for the participants to get value. Thank you once again for your question. I look forward to hearing more about your venture, as well.

@Gabriel Trandafirescu - For sure, this is common downstream problem. Where we find this issue stems back to is a poorly defined job posting. Just as often a poorly defined role overall. When we clarify the role requirements, it becomes a lot more obvious who the best candidate is for the job and the team. Even though we live and breathe role requirements, this happened to us with our UX Developer role. We didn't know (at the time) what to expect out of the work from this role, so we weren't able to get a bead on the skills, attitudes etc. needed. It took 5 (!) tries to get the right person. If we had only had our software working at the time, we would have been more accurate. ;-)