Can't find the right people?Let us look.
One flat fee. We write the job ad, publish it across every channel, collect the CVs and hand you only the candidates worth your time. No recruiter, no percentage of anyone's salary.
Full refund if fewer than 10 eligible applications arrive within 30 days.
What happens after you hit “Start”
Four stages. Only the last one needs your time.
Your brief
Role, skills, pay, and what separates a great hire from a merely adequate one.
The ad, on our channels
We analyse your requirements and publish an ad written specifically for you.
CVs analysed
Each application assessed against your brief, with no limit on volume.
The shortlist
One delivery a week for 30 days: 4 shortlists in all, with a card and contact details. You run the interviews.
Illustrative figures, not an average result. The actual rule is this: the shortlist never exceeds 20% of assessable applications and never drops below 3 profiles. If the pool is small we do not pad it out.
Hiring isn't expensive because it's hard
It is expensive because it is priced as a slice of someone else's salary. Reading two hundred CVs takes the same time whether the job pays sixty thousand or a hundred and sixty.
Hireloop
- ✓ $1,490 whether the salary is $60k or $160k — the work is the same, so the price is
- ✓ Under 10 eligible applications in 30 days? Every dollar back, no negotiation
- ✓ Every single CV read and scored. No cap, no 'we stopped at fifty'
- ✓ You see every rejection and the reason for it, and you can disagree with us
- ✓ A fresh shortlist every week for a month, not one batch and silence
- ✓ Names, ages and addresses removed before anyone is scored
- ✓ You run the interviews and talk to candidates directly. Nobody sits in between
What an agency charges instead
- The fee is a slice of the salary, so the same work costs three times more for a senior role
- You never see who was rejected, or why — the shortlist arrives without a trail
- Your search sits alongside a dozen others on one consultant's desk
- If the hire does not work out you get a replacement, not your money back
- Exclusivity clauses are common, and the fee can fall due even for a candidate you already knew
- No shortlist, no refund — you simply wait longer
Agency percentages are indicative of the Australian market and vary by sector and seniority. Terms differ between agencies — check yours.
Five steps, only one is yours
Each stage triggers the next. The only moment that needs your time is the interview.
Describe the role
A ten-minute form: role, skills, pay, and — the part that matters — what separates a great hire from a merely adequate one.
Pay once
Flat fee, nothing recurring. You get your search number immediately.
We write and publish the ad
Full copy and a hero image, distributed to every connected channel.
We collect and read the CVs
For 30 days, with no limit on volume. Every application assessed against your brief.
You get the shortlisted candidates
You get one shortlist a week for 30 days. From here you interview only the strongest candidates, saving weeks of work.
One price. No surprises.
No retainer, no percentage, no additional costs.
- ✓ Job ad written and hero image generated
- ✓ Published to every connected channel
- ✓ Unlimited applications for 30 days
- ✓ Every CV read and assessed against your brief
- ✓ One shortlist a week for 30 days, with written reasoning per candidate
- ✓ Full decision log, available for 12 months
- ✓ Full refund below 10 eligible applications
- ✓ Job ad written and hero image generated
- ✓ Published to every connected channel
- ✓ Unlimited applications for 30 days
- ✓ Every CV read and assessed against your brief
- ✓ One shortlist a week for 30 days, with written reasoning per candidate
- ✓ Full decision log, available for 12 months
- ✓ Full refund below 10 eligible applications
Two separate ads, two search numbers, two shortlists. You fill in your company details once, then describe both roles.
Republish the same brief within 60 days for $690.
Not a list of names
For every shortlisted candidate: why they were chosen, what their CV proves, and what to ask them at interview.
Andrea P.
Runs the year-end close single-handedly at a manufacturing company of your size, which is the responsibility described in your notes. Already uses the accounting software you specified.
Worth asking at interview: how they handled the switch to electronic invoicing.
Example built on fictional data. The quotation is verified against the CV: if it isn't found in the original text, it isn't shown.
The ones you'd ask
Why should I pay before seeing results?
Because our cost is entirely upfront: writing the ad, publishing it, keeping collection open for a month, processing every application. A success-fee model would force us to charge those who hire far more, to cover those who don't.
In exchange the commitment is stated: if fewer than 10 applications meeting the minimum requirements you set arrive within 30 days, we return the full amount. Not «a credit», not «your next search free»: the money back.
Isn't an algorithm that rejects CVs discriminatory?
It would be if it looked at people. Ours doesn't: name, age, gender, nationality, address, photo and date of birth are removed from the text before assessment begins. The engine receives an anonymous code and a list of professional facts.
Anyone excluded is excluded for a reason you can read in one line — «a mandatory requirement you set is missing» — and rejected CVs stay available for 12 months with their score and reasoning. Every candidate can request a human review.
Who decides who gets hired?
You do. We rank and filter, and we never send a candidate anything without your click — not even a rejection. Automated recruitment is classified as a high-risk system under the EU AI Act, and human oversight isn't something we can switch off.
What if the AI-written ad is terrible?
You read it before it goes live and you can have it regenerated or rewrite it yourself. The draft reaches you as soon as payment clears; publication only starts once you approve it.
How many applications actually arrive?
It depends on the role, the city and the pay, and anyone who gives you a precise number before publishing is guessing. What we can tell you is where the ad goes and how long it stays up.
If the volume doesn't come, the full refund applies. We take that risk, which is the only honest way to sell an upfront payment.
What happens to candidates' data?
It stays with us as long as necessary and no longer: 12 months, then automatic deletion. We don't resell it, don't reuse it for other searches, and don't build a database to sell on. The processing is set out in our privacy policy.
Ten minutes of form
That's all it takes to start a search. If you decide it isn't for you before paying, you've lost nothing.
Describe the role