We find people the market just dropped, confirm what they've actually done, and get them in front of employers who want exactly that.
A layoff is a budget target, a reorganization, a closed office, an acquisition. It is almost never a judgment about the people caught in it. Strong performers lose roles for reasons that have nothing to do with their work — then carry the stigma of it into every interview that follows.
Three to five rounds. Months of evaluation by experienced people. All of it discarded the day the offer goes to someone else. Second place in a final round is decided by who else happened to apply. It says almost nothing about the candidate.
Both are people a good employer would hire this week.
Three services running today, three in development.
A real work history, expressed in the language the target role uses. We clarify what you did. We never inflate it.
Employment confirmed through licensed screening providers, with consent, under the individual's control.
Interview practice from someone who has sat on the hiring side, then direct introductions to employers with open roles.
Automated tracking of public WARN filings nationwide, classified by the workforce affected, so help arrives inside the notice window.
Every claim carries a mark: confirmed by a licensed provider, or stated by the individual. No hiring manager should have to guess which.
Surfacing what someone actually did against what a role actually asks for. People are passed over for work they have genuinely done.
Not for a profile, not for coaching, not on placement. There is no point at which this changes.
Every claim in a profile is tagged as confirmed or self-reported. We don't score people or rank them against each other — the hiring decision stays with the employer.
Not collected, not stored, not filterable. Work authorization stays an I-9 question for the employer.
Only people a company has already let go or already passed over. Nobody on your payroll, ever.