FAQ — High Five

1. Why is the traditional CV obsolete?

Because it's a 19th-century theatre: you write dozens of CV versions, the recruiter uses AI to read them, you use AI to write them – everyone pretends, nobody knows why. And during the interview they still ask about five specific competencies.

2. What's wrong with the current recruitment system?

Everyone loses. Candidates lose time, recruiters lose time on the overwhelming pile of CVs, companies lose money. And everyone loses respect for each other. Even 50 CVs is too many to truly learn what matters.

3. How should it work?

Simply: five toughest questions right at the start – about concrete skills. The candidate answers, you immediately see the fit – the shortlist builds itself. No fancy CVs, no pretending. Just clarity and respect.

4. Why would I need yet another recruitment platform?

This isn't another platform – it's a process revolution. We're not pumping horses with steroids to pull a carriage. We change how recruiting works altogether: one CV, precise competency questions, zero glitter. All ATSs can go to the bin.

5. Isn't LinkedIn enough?

It is – and that's exactly why we exist. 90% of white-collar talent is there. But the system forces them to craft dozens of CV versions for every job posting. We say: enough. One CV, real competency questions, end of the circus.

6. Does this replace the entire recruitment process?

No. It solves the shortlist problem while keeping respect for both sides. You eliminate the CV circus and get five candidates you can invest real conversation time in. The rest of the process stays – but finally makes sense.

7. What about my ATS?

You can toss it. Its effectiveness is embarrassingly low, and all it gives you is the illusion of control. When you change the process you don't need AI to read CVs written by AI. You need answers about concrete competencies.

8. Why are CVs fundamentally unfit for this?

Because companies need competencies – very specific ones. Not four pages of stories about a 'passion for growth'. A CV is fiction tailored to the posting. You need to know: can they do X, do they know Y, have they worked with Z. That's it.

9. Who loses the most in the current system?

Everyone. Candidates waste time writing fiction, recruiters can't realistically analyse even 100 CVs properly, companies waste money on bad matches. And junior recruiters without context filter based on their own ideas – not on business needs.

10. What about LLMs in recruitment?

That's peak perversity: candidates use AI to write CVs, recruiters use AI to read CVs written by AI. It's like juicing horses with steroids and strapping on GPS instead of simply getting into a car. We change the process itself, not the gadgets.

11. Am I losing top candidates because of the ATS?

Most likely yes. Out of those dozens or hundreds of applicants you probably lost real gems. Because some black box you don't understand surfaced CVs optimised for the algorithm – like the good old days of SEO. And you swallow it like an unwitting pelican. ATSs don't find the best – they find the best optimised.

12. How much time does it save?

A lot. You don't browse an overwhelming number of CVs. You don't waste weeks inside an ATS. You get a shortlist within an hour. And the time saved? You spend it on deep conversations with those five candidates about their competencies – where it matters.

13. What about transparency in the process?

Candidates see everything: when they applied, whether the posting is active, whether anyone viewed their profile, when and why they received a rejection. No more silence or pretending. It is what it is – clear and honest.

14. And feedback after the interview?

If the feedback is substantive, it means the right questions weren't asked at the beginning. Most feedback is polite filler or 'no culture fit' – a master key for everything. We say: we chose someone else. The only honest answer you can give.

15. Do you use AI to create the questions?

Yes. An LLM helps rewrite a 19th-century job ad into five structured questions. But it's a tool – the recruiter always edits and adapts them to the real need. Old-school posting → fast conversion → ready form. Simple.

16. Why is feedback such a problem?

Because organisations often don't know what actually happened. Someone changed their mind, someone got scared, a better candidate appeared, the budget shifted. Translating that uncertainty into feedback for the candidate is victim blaming. A bad joke.