Build a hypothetical team, drop candidates into role slots, and get a predictive brief on each hire — and the team they'd form together.
Match scores stop at "78% fit." Hireshape produces a written brief per candidate–role pair — and across the team they'd form together.
Team pair · Backend Engineering
MARIA L. paired with SAM K.
| Candidate | Backend | Frontend | K8s | Testing | Comms | Mentoring |
|---|---|---|---|---|---|---|
| Maria L. | ||||||
| Sam K. | ||||||
| Tess W. | ||||||
| Jordan P. | ||||||
| Nikhil R. |
Illustrative — how Hireshape visualizes coverage gaps across a hypothetical team.
Configure inputs once, simulate as the shortlist evolves. Reports stay grounded in the underlying match data.
Same simulation, different jobs to be done. One side ships the report; the other reads it to make the call.
Recruiters
Walk into intake calls with a written thesis on each candidate — not match percentages. Make it easy for hiring managers to say yes, or fast for them to say no for the right reason.
Pre-read briefs
Hand hiring managers a one-page brief per candidate before the call. Pre-empt the "why this one?" pushback.
Shortlist comparison
Run two shortlists side by side. See coverage and risk before you commit to one.
Grounded debriefs
Give candidates specific feedback — strengths, risks, what to work on next.
Defensible decisions
Show your work when leadership asks why a candidate was passed over — or championed.
From defending match scores to selling a thesis.
Hiring managers
See how the full team would function before the first offer goes out. Catch coverage gaps, mentorship pairs, and friction predictions while you can still change course.
Stress-test the build
Drop candidates into role slots and read the brief on the team they'd form together.
Coverage and friction
See which skills are thin across the shortlist, and where the team will rub before week one.
Onboarding head start
Use the 1/3/6-month timeline as the spine of each new hire's ramp plan.
Headcount conversations
Walk into review with a thesis on team shape, not a stack of resumes.
From hiring one role at a time to designing the team you actually need.
Push candidates from any tool; pull reports back when ready.
simulation.completed webhook back to your tool.REST API
Enqueue simulations from any system. Pull reports back as JSON or rendered HTML.
Webhooks
Subscribe to simulation.completed events. Your tool stays in sync without polling.
TypeScript SDK + API docs Coming soon
A typed client and worked examples for fast integration.
Pre-launch, rolling out with design partners first. Drop your work email and we'll reach out as access opens.
You're in.
We'll be in touch when Hireshape opens up. No spam in the meantime.
For each candidate–role pair: skill readiness, culture alignment, ranked risks, and a 1/3/6-month timeline. Across your starred picks: a team brief covering coverage, mentorship pairs, and friction predictions.
Match scores tell you '78% fit.' Hireshape produces a written brief — what each person will do well, what they'll struggle with, who they should pair with, and what to watch in the first 90 days.
Candidate profiles built through Talk Careers tooling — conversational onboarding, no resumes, no scraping. Candidates explicitly consent to their profile being used for matching.
Only what a candidate explicitly shared in their profile — never raw transcripts or anything they marked private. Reports stay inside your organization workspace; cross-org visibility is impossible by design.
Yes. At onboarding they explicitly consent to their profile being used in team-simulation reports for organizations they apply to.
Yes. Hireshape is GDPR-compliant — candidates can request access or deletion at any time by emailing hello@talk.careers.
Reports generate in the background and stream in as they complete — typically a few minutes per multi-role simulation.
Pre-launch, rolling out gradually with design partners — first teams already onboarding candidates with Talk Careers tooling, then more broadly.