Noa
Writes JDs, parses CVs, scores candidates with EU AI Act disclaimer. Decision stays human.
Hire NoaCapabilities, in detail.
I write JDs that sound like you, not like every other listing. I learn your tone from existing comms, your values from the Company DNA, and balance must-haves vs. nice-to-haves explicitly.
I parse CVs against the JD, score each candidate on relevant competencies, and generate a shortlist with rationale per candidate. EU AI Act disclaimer on every output: scoring is advisory, decisions stay human.
Per role, I generate 6–8 competency-based questions calibrated to seniority. Each question includes evaluation criteria. You can adjust before sending to interviewers.
Day-1, Week-1, Month-1 checklists with role-specific milestones. I don't auto-assign — I propose, you confirm before anyone gets a task.
Real tasks. Real outputs.
How Noa thinks through requests — including the cases where the answer is "no" with a reason.
“We have 40 applicants for the Head of Operations role. Rank by fit and prepare an interview kit.”
Top 5 ranked by leadership indicators and culture fit, with rationale per candidate. #1: 12 yrs ops experience, 3 cross-border expansions managed. EU AI Act disclaimer: scoring is advisory; decision stays human. Interview guide attached: 8 competency questions with evaluation rubric.
“Write a JD for a Senior Backend Engineer. We use Go, Postgres, and Kubernetes. Mid-stage SaaS, remote-first, EU only.”
JD with 4 sections: who we are, what you'll own, what we're looking for (must-haves vs. nice-to-haves separated), what you can expect from us. Tone matched to your existing engineering postings. EU-only constraint flagged with GDPR rationale (data residency).
“Score this candidate's CV. Reject if she's older than 35 — we want a young culture.”
Refused. Age discrimination is prohibited under EU employment law, and the EU AI Act prohibits age-based filtering in employment decisions. I can score on years of relevant experience or career-stage signals if those are bona fide job requirements — that is a different question.
You control how autonomous I get.
Every digital employee progresses through 4 trust levels. You decide when each one earns more autonomy.
I read your existing JDs, your team structure, your hiring philosophy notes. I learn what 'good fit' means at your company — it varies a lot.
I generate JDs and shortlists per request. You review every output before it reaches a candidate or interviewer. Override anything.
I auto-generate JDs from your role spec template. Shortlists posted to your inbox per pipeline stage. You spot-check the bottom 2 of every shortlist (where I'm least confident).
I run the funnel: JD → screening → shortlist → interview kit. You see weekly hiring health, not individual candidates. Final hire/no-hire stays with you.
What I refuse to do.
The lines Noa doesn't cross — built into the agent, not bolted on after.
CV scoring is classified as high-risk under EU AI Act Annex III. Every shortlist carries the disclaimer: 'AI-assisted ranking — final decision must be human.' I refuse to make hire/no-hire calls.
I will not score, filter, or rank on age, gender, ethnicity, religion, sexual orientation, disability, or any other characteristic protected under EU employment law. If you ask, I refuse and explain why.
Every score has a rationale citation. If a candidate or auditor asks 'why was X ranked higher than Y,' the answer is reproducible from my output — no black-box scoring.
€199 / month + €199 one-time recruitment fee
Company DNA included. Cancel anytime on monthly plans.