We are a product and technology team with years of experience in recruiting. We study how people and opportunities find each other, working on models and person–job matching while staying attentive to the person behind every career decision.
We are building MiraDay to give recruiting teams better information and more time for the conversations, judgment and relationships that make a good hire possible.
A job title can hide very different kinds of experience. Building a product from scratch asks something different from scaling an established one, even when both roles are called product manager.
Our work in recruiting has taught us to look beyond similar descriptions: what someone actually did, the conditions they worked under, and what a new role will ask of them. That is the understanding we want MiraDay to help you develop.
We have spent years working on models, search and person–job matching. Our questions come from recruiting itself: how to interpret an implicit requirement, connect relevant experience, and find someone a keyword search might miss.
We explore how retrieval and reasoning can work together, and evaluate the results against real recruiting tasks. The test is practical: does the research help you understand a candidate or a role well enough to make a better decision? That question guides how we build MiraDay.
Recruiting becomes meaningful through conversation. Understanding what someone wants, earning their trust and taking responsibility for a recommendation remain deeply human work.
We want MiraDay and its Agents to take on more research and repetitive work, so you can ask better questions, listen carefully and decide what happens next. More capable technology should make room for more human attention.
This is why we are building MiraDay.