The Story
We surface what matters.
You make the call.
Our Philosophy
Why JAN.
The two-minute version of what we built and why it works the way it does.
The Founder
Built by a recruiter.
The foundation
I started in compliance at a background-investigation firm. I adjudicated background checks against company policy. That meant reading court documents and issuing adverse-action notices.
Documentation was the job. You had to explain, on the record, exactly why you made the decision.
The career
Then 10+ years placing people, managing recruiters, and working with hiring managers.
I used to print resumes, highlight the lines that needed explaining, and write questions in the margin. Then I called the candidate and dug in.
I didn't assume the bullet was the whole story.
I trained teams to work the same way: read first, ask better questions, learn the person behind the resume.
The problem
Most screening tools still hunt for keywords. The same word can mean ten different things depending on the sentence. A score doesn't tell you which meaning you got. It just asks you to trust the number.
A resume is marketing copy.
The next step is the conversation: see whether the person matches what they wrote. JAN doesn't go there. That part is yours. But it gets you ready for it.
The build
With JAN, you define the context first: the skills, the behaviors, and what good looks like for the job. JAN reads each resume for that context, not for isolated words. It shows what matches, what doesn't, and what's missing.
Then it gives you competency-based probing questions. Some go where the resume is thin on a requirement. Some test whether the candidate can stand behind what they wrote. That is the part only you can do: you ask, you listen, you decide.
Early feedback
What early users are saying.
“A great time saver when dealing with large numbers of applicants.”Verified G2 Review | Mid-Market Corporate Advisory Services (51-1,000 employees)
Put it to the test.
Set your criteria. See the evidence. Decide for yourself.