Candidates waste hours retyping the same story into brittle forms. Companies drown in volume because signal is buried. Recruiters and job boards don't fix this—they profit from it.
No job boards. No endless applying. Just high-signal matching.
The resume is a fossil: a static document forced to represent modern careers that are anything but static.
It can't capture judgment, tradeoffs, ownership, or fit. So the system falls back to keywords and theater.
We're building a representation layer for work—one that understands real experience in natural language, asks smart follow-up questions, and improves over time.
Most companies don't actually fail at hiring because good candidates don't exist. They fail because the current process makes those candidates excessively difficult to locate.
Hiring managers are flooded with volume — much of it irrelevant, mismatched, or spammy. The signal they actually care about is buried under people applying to everything, hoping something sticks.
At the same time, the tools companies rely on force them into oversimplification. Job postings take real effort to write, yet still leave out critical context, e.g. how the work actually gets done, what success really looks like, and which experience matters most.
Hiring becomes a guessing game: filtering instead of understanding, volume instead of clarity, process instead of judgment.
The system encourages this behavior — but it doesn't excuse it.
We believe companies should be able to describe their needs honestly and completely, and be met with candidates whose experience has been understood just as carefully.
We ask only the questions that increase clarity and match accuracy.
You control visibility and when to engage.
No more re-entering the same information across 50 applications.
Stop sorting noise. Start seeing high-signal matches.
Engage with fewer candidates—more intentionally.
Hiring becomes a conversation again.
Through conversation, vague statements become precise signal. Each clarification becomes permanent context—so you never repeat yourself.
Every clarification becomes part of the record. Signal compounds. Repetition disappears.
AI shouldn't automate broken processes. It should remove the need for them.
Our system doesn't "screen" with keywords—it builds understanding.
Fewer matches, higher confidence.
We explain why we ask questions.
Candidates opt in to engagement.
Clear representation replaces guesswork.
Most conversations about AI in hiring miss the point. They argue about sides.
Is AI helping candidates apply faster and louder? Or helping companies screen harder and earlier? Who's winning? Who's gaming whom?
That framing assumes the system itself is fixed — and that the only option is escalation.
Ibby rejects that premise entirely.
Ibby is not an AI filter for companies. Ibby is not an AI tool for candidates.
Ibby is the neutral ground where both parties meet.
Here, AI isn't a weapon aimed across the table. It's infrastructure — used fully, honestly, and independently by both sides.
Candidates use AI to express who they actually are. Companies use AI to articulate what they genuinely need.
Neither sees the other. Neither optimizes for the other. There is nothing to game.
Only after a true match is made do the humans meet.
No AI screening AI. No keyword wars. No escalating defenses.
Just two parties entering willingly, on equal footing, inside a system designed for mutual clarity — not advantage.
Ibby doesn't accelerate the race.
It removes it.
Recruiters exist because information is fragmented. When representation becomes coherent, intermediaries lose their leverage.
For the first time, technology can interpret messy, real narratives and turn them into reliable signal. That unlocks a hiring system that's faster, fairer, and dramatically less wasteful.
We're starting with technical roles: software engineering, platform/DevOps, security, and cloud. If you're tired of applying into the void—or tired of sorting the void—we'd love to talk.
Note: during early access we intentionally limit volume to protect quality.