Sectors/HR Tech
Hiring software
people can
trust
MytyTech builds AI hiring software end to end: jobs boards, résumé parsing and ranking, and automated reference checks with an AI report. For HR teams and for HR products.
- Daniel O.Former manager · 3 yearsInvited
- Aisha R.Peer · 2 yearsInvited
- Tom W.Direct report · 1 yearInvited
AI analysis starts when every reference is in
Client work, in production
An AI hiring platform, built end to end
For a client in HR tech, we built the whole hiring journey on one platform, from the job post to a reference report the team can trust.
Reference checks · the workflow
Five states, no manual follow-ups
A scheduler moves every request forward and sends the right email at each step, until the last reference lands and the AI takes over.
Request started
Employer
status: "started"
Candidate asked for referees
Candidate adds referees
Candidate
status: "candidate"
Referees respond
Referees
status: "referee"
AI analysis
Platform
status: "analyzing"
Report ready
Employer
status: "completed"
Reference checks · the form
Three ways to answer
Templates mix rated questions, written answers and a short video, so references are quick to give and hard to fake.
- Sliders and scales for each competency
- Written answers between 100 and 1,000 characters
- Video references between 10 and 250 seconds
- A minimum number of referees per request
How would you rate the candidate on a scale of 0–100 for “Problem Solving”?
AI report
Every answer scored, every score explained
Each answer gets a 0–100 score with its reasoning. Sentiment, highlights and a five-competency radar roll up per referee and overall.
- GPT scoring with reasoning on every answer
- Sentiment from AWS Comprehend
- Five strengths and five concerns, summarised
- Radar against a 75-point average
avg 75
Sentiment
- +Takes ownership when plans slip
- +Mentors junior engineers
- −Can over-commit on timelines
Integrity
Spot the reference the candidate wrote
Every referee's device is compared with the candidate's. When too much matches, the reference is flagged for a person to look at.
- IPv4 and IPv6 addresses
- Location
- Device and screen size
- Browser
- IPv4203.0.113.24198.51.100.7
- IPv62001:db8::7f1c2001:db8::3b4d
- LocationLagos, NGLondon, UK
- DeviceMacBook ProiPhone 15
- Screen size1512 × 982393 × 852
- BrowserChrome 129Safari 18
Résumé intelligence
From PDF to a shortlist
Résumés are parsed into structured data, matched to the job with suggested interview questions, then ranked by meaning rather than keywords.
01 · Parse
Experience, total years, skills and contact details
02 · Match
A match score and interview questions per job
03 · Embed
MiniLM embeddings stored in pgvector
04 · Rank
Ordered by cosine similarity to the job
Ada Nwosu
ada@example.com · Lagos, NG
Total experience yrs
Match · Senior Backend Engineer
Ask: how did you scale payouts at Northwind Pay?
Top matches · Senior Backend Engineer
- #1Ada N.0.81
- #2Kofi A.0.80
- #3Mei L.0.75
- #4Sam P.0.72
1 − (job ⟷ résumé) cosine distance
Jobs board
Every company gets a careers page
Public job pages per company, with applications, résumé upload and the emails that keep candidates and employers in step.
- Search-friendly pages per company and role
- Résumé upload straight into parsing
- Received, interview and rejection emails
- Applicants managed from the admin app
Senior Backend Engineer
Remote · Full-time
Product Designer
Lagos · hybrid · Full-time
Data Analyst
London · on-site · Contract
Pick a role to apply
Apply · Senior Backend Engineer
Application received → candidate
New applicant → employer
Interview invitation sent
How we build for HR
Four rules for software that judges people
Hiring tools decide who gets a job. These hold on every project, from the first sketch to production.
Consent first
Candidates and referees know what is collected, why, and for how long, before anything is asked.
Explainable scores
Every score comes with the reasoning and the answers behind it. The model informs; a person decides.
Integrity checks
Referee devices are compared with the candidate's, so self-written references are flagged for review.
Retention you control
Retention options per policy, with records kept ready for a compliance audit.
What we build for you
The same engine, around your process
Everything above, shaped to how your team hires.
01 / References
Automated reference checks
Question templates, a minimum referee count, async collection and reminders, and a report the hiring team reads in a minute.
02 / Résumés
Résumé parsing and ranking
03 / Job boards
Branded job boards
04 / Analytics
Hiring analytics
05 / Workflows
Hiring workflows
06 / Integrations
Your systems
The engagement
From process map to live hiring
A typical first workflow. Yours is scoped on the first call.
Engagement plan / first seven weeks·Week by week
Week one
Map the hiring process
Sit with recruiters and HR, trace where time and data get lost, and pick the first workflow to automate.
Weeks two to three
Design with consent built in
Questions, scoring and retention agreed with your HR and legal leads before a candidate sees it.
Weeks four to six
Build and connect
The product, its emails and its AI services, tested on past hires with known outcomes.
Week seven
Live on real hiring
Recruiters use it on open roles, and we tune it on their feedback.
Frequently asked questions
HR software, answered
An AI hiring platform, end to end: a jobs board, résumé parsing and ranking, and automated reference checks with an AI report and fingerprint-based integrity checks.
Build with us
Hire faster, without cutting corners
Tell us where hiring slows down. We will scope the first workflow, the AI around it, and the guardrails on candidate data.
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