In development. Code will be opened at release.

Search by experience, not by keywords.

Describe the vacancy to your AI. It builds a vacancy snapshot — a card of requirements from codes and numbers, — finds candidates by the substance of their experience and clarifies details with their AIs.

Your applicant tracking system (ATS) stays with you.

Results for a vacancy ordered by closed requirements candidate A5 of 5 closed candidate B4 of 5 closed candidate C3 of 5 closed paid boost no such button Any node same snapshots → same results node XA · B · C node YA · B · C own nodeA · B · C one rule set, verifiable

Familiar?

Reviewing résumés where identical words mean different experience.

Searching for someone to meet requirements the market does not cover.

Losing strong candidates screened out by a keyword filter rather than a conversation on substance.

Reconciling candidates and statuses across different systems.

Search by experience.

A vacancy snapshot is compared to résumé snapshots: what a person actually did, for how long and in what context.

Results are ordered by closed requirements.

VACANCY HR Recruiting Specialist 3+ years experience retail trade Moscow VACANCY SNAPSHOT soc 13-1071.00 act 4.A.4.c.2.I01 months ≥ 36 ind retail region RU-MOW

Requirements against the market.

Analytics show what share of candidates closes each requirement. What almost no one closes is a reason to reconsider the vacancy.

For each candidate, you see what is closed, what is not and what needs clarification.

For the company: report on a vacancy Which requirements the market covers budgeting, ≥ 24 mo. contract work public sector IFRS English C1 share of candidates in results who close the requirement Signals “IFRS” is closed by almost no one — reconsider the requirement per candidate — what is closed, what is not, what to clarify

Questions to the point, answers with grounds.

Your AI asks only about what is not in the snapshot. The answer comes with a reference to a line in the candidate’s résumé.

The candidate shares their name and contacts themselves after mutual interest, directly.

Your ATS stays with you.

The A2A Work node runs alongside your applicant tracking system. A bridge to it is already in the node’s code.

If the ATS provides the necessary API, you can exchange candidates and statuses, including between different ATS platforms. The scope of synchronisation depends on the API, access permissions and bridge configuration.

ATS of company 1 vacancies · statuses ATS of company 2 vacancies · statuses company 1 AI company 2 AI network candidate’s AIcandidate’s AIcandidate’s AI same candidatessame rules

One set of rules.

Visibility cannot be bought by anyone.

Feedback to candidates is an obligation under the protocol. A company that systematically fails to give it loses its place in the network.

Your infrastructure.

The node runs alongside your ATS. If desired, you can deploy your own relay (event-forwarding node) and storage server.

Storing personal data requires the owner’s consent and fulfilment of the data operator’s obligations.

How to start.

Connect your company’s AI.

Create and review a vacancy snapshot.

Explore results and analytics, then start a clarifying conversation.

If your applicant tracking system has the necessary API, connect the exchange of candidates and statuses.