The CV
- Claims nobody can check
- A keyword match, not an ability
- Written to get past a filter
Hire on real skills.
Not CVs.
Paste a job posting. Onbord builds the simulation, sends it to your candidates, and ranks them on what they actually did.
The difference
Two ways to be wrong about someone.
What usually decides who gets an interview, and what should.
Gut feel
- A skim, not a read
- Confidence mistaken for competence
- A different bar for every candidate
A work simulation
- Twenty minutes of the actual job
- Every score comes with the sentence behind it
- The same criteria, approved before anyone starts
What candidates do
Twenty minutes of the job. Not a questionnaire.
They answer the client who has a cheaper quote, take the call on camera, and fix the bug before it ships. The AI assistant is open beside them, exactly like at work, and how they use it is part of the result.
leads.js
import { normalizeEmail } from "./format";
const SOURCES = ["import", "form", "event", "referral"];
export function flagDuplicateLeads(leads) {
const seen = new Map();
const flagged = [];
for (const lead of leads) {
if (!SOURCES.includes(lead.source)) continue;
const key = normalizeEmail(lead.email);
const previous = seen.get(key);
if (!previous) {
seen.set(key, lead);
continue;
}
flagged.push({
keep: previous.id,
drop: lead.id,
reason: "same email, later entry",
});
}
return { kept: [...seen.values()], flagged };
}ToMarie De Clercq
SubjectRe: Quotation 2291 · your feedback
Hello Ms De Clercq, Thank you for coming back so quickly, and for being straight with me about the other quote. At your volume, 8% is real money and I'm not going to pretend otherwise.
Kind regards,Sarah D.
Send
How it works
You paste. It builds. You decide.
Nothing to configure, nothing to integrate, nothing to rewrite. The parts that matter still wait for your approval.
Sales-Development-Rep.pdf142 KB
Paste the text, drop the file, or give the link.
And this is what you get back.
Every candidate who started, ranked on the criteria you approved, with the evidence one click under each number. Onbord only builds a shortlist: the recruiter always makes the final call.
01Amine B.88%Scored
02Tom V.70%Scored
03Sarah D.67%Scored
04Julie M.58%Scored
05Karim H.Awaiting responseInvited
Every score, and its proof
A number you can defend in the room.
Every skill splits into sub-dimensions, and every level on every scale describes a behaviour you could actually observe. Every score points to something the candidate actually wrote. Not a summary. Not a guess.
Handling a price objection
67%
Names the gap
Offering a way forward
Tone under pressure
Everyone gets an answer.
Including the ones you turn down, in a hundred and fifty words built from what they actually did. Silence is what a candidate remembers of a company, and it costs you the next application.
Hello Amine,
We would like to meet you. Here is what stood out, so you know what we will dig into.
On the email to Ms De Clercq, you named the real number, the 8% gap, before you defended the quote. Most candidates lead with the apology.
One thing we will come back to: the delivery date you promised her is not confirmed anywhere in writing yet.
Send us one job posting. We'll build the simulation.
One real posting, and you see the whole thing: the tasks, the scoring grid, and the report you would read afterwards.