Recruitment that sees the whole person
Uncover the trade-offs that matter. Score every candidate across technical skills, cultural values, and personality fit — so you see where they shine and where friction might arise, no matter the industry.
No commitment required. Be among the first to try it.
Skills, education, and experience alignment.
Shared values and organizational fit.
Behavioral archetype and work style.
Seekiteazy is an early-career recruitment platform that scores candidates across three dimensions — technical fit, cultural values, and personality — instead of CV keywords, giving students, junior professionals, and the companies hiring them an explainable, dimension-by-dimension breakdown of every match.
Archetype
Steady Supporter
Calm, reliable, and patient
Personality profiling
Understand how candidates work, not just what they know
Two simple sliders reveal a candidate's DISC personality archetype — how they communicate, lead, and handle pressure. No lengthy questionnaires, just clear behavioral insights.
Dominance
Results-driven, decisive, and direct in communication.
Influence
Enthusiastic, collaborative, and people-oriented.
Steadiness
Patient, reliable, and a natural team stabilizer.
Conscientiousness
Analytical, precise, and quality-focused.
Built to get out of your way
No steep learning curve, no complex configurations. An intuitive design that adapts to how recruiters actually work — so finding the right talent feels effortless.
Multi-dimensional scoring
Every match broken down into technical, cultural, and personality fit — not a single opaque number.
Personality insights
DISC archetypes and conflict styles reveal how candidates communicate, lead, and handle disagreement.
Values alignment
See which candidate values overlap with your organization — and where friction might arise.
Pipeline management
Shortlist, decline, or deep-dive into profiles. Move candidates through your hiring stages in one click.
What we measure
Go beyond the CV. Understand the dimensions that actually predict success on the job.
Cultural Fit
Why it matters
Values misalignment is the leading cause of early turnover. When what matters to someone clashes with what the organization stands for, motivation drops fast — no matter how strong their skills are.
How we help
Map candidate values against your organization's priorities. See exactly where alignment exists and where potential friction might arise — before the hire.
Personality Fit
Why it matters
How someone works matters as much as what they know. Work style shapes every interaction — how they communicate, make decisions, and collaborate. Mismatched styles create friction that skills alone can't fix.
How we help
DISC profiling and conflict style assessment reveal how candidates communicate, lead, and handle disagreement. Build teams with complementary strengths instead of clashing styles.
Technical Fit
Why it matters
Skills on a CV don't tell the full story. Seniority, education level, and relevant experience all shape whether someone can hit the ground running — or needs months to ramp up.
How we help
Semantic matching compares job titles, education, and experience against your requirements. Weighted scoring ensures the right balance between formal qualifications and practical know-how.
How Seekiteazy is different
Keyword filters compare CVs. Seekiteazy compares people — across three dimensions, with a score you can actually explain.
How matching works
What gets measured
The result you see
Non-linear backgrounds
Who stays in control
The candidate's experience
How the matching works
Three dimensions, each scored on its own, then combined according to your priorities. Here's the method.
- 1
Personality fit
We profile behavior with the DISC model: two sliders place each candidate into one of 16 behavioral archetypes describing how they communicate, decide, and handle pressure. That profile is combined with a Thomas-Kilmann conflict-style read — how someone behaves in disagreement — weighted 60% DISC and 40% conflict style.
- 2
Cultural fit
Candidates choose the workplace values that matter to them from a taxonomy of 50+ values. Organizations and jobs set their own priorities, and we score the overlap — surfacing shared ground and likely friction, rather than a single culture-fit verdict.
- 3
Technical fit
Instead of keyword matching, we use semantic embeddings to compare a candidate's job titles, experience, and field of study against the role's requirements. Relevant experience and education fit are weighted together; seniority acts as a filter, not a score.
- 4
One score per dimension, your weights
Each dimension returns a 0–100 score. The overall match is a weighted sum — the default is a balanced 33/33/34, but recruiters can shift the weights toward what a role really needs, and results re-rank instantly.
- 5
Explainable by design
Every match ships with a dimension-by-dimension breakdown, so a recommendation can always be explained to a hiring manager. Candidates get the same transparency as constructive feedback that frames misalignment as potential friction, not failure.
- 3
- dimensions scored for every candidate — technical, cultural, and personality
- 0–100
- explainable score for each dimension, never a single opaque number
- 50+
- workplace values matched between candidates and organizations
- 16
- DISC behavioral archetypes, refined by 5 conflict-handling styles
Frequently asked questions
Do you have any questions? We have got you covered.
Who is Seekiteazy for?
Students and early-career professionals (0–5 years) who are tired of being filtered out by keyword-matching, and organizations who want to find the right person — not just the right CV.
What about candidates with non-traditional backgrounds?
That's exactly who we built this for. Seekiteazy uses semantic understanding — not keyword matching — so a career changer with transferable skills, strong values alignment, and the right personality still surfaces. Traditional ATS tools filter these people out. We show you why they might be a great fit.
How does matching actually work?
Every candidate is evaluated across three independent dimensions: personality fit (how they work and collaborate), cultural values fit (what they care about), and technical relevance (skills, education, and experience). Each dimension is scored separately, so you see the full picture — trade-offs included — instead of a single pass/fail.
Can I customize which dimensions matter most?
Yes. You set the weight for each dimension — technical, personality, and cultural — and results re-rank instantly. Hiring a client-facing role? Crank up personality. Need a specialist? Prioritize technical. The defaults are balanced (33/33/34), but you're in control.
Is the matching transparent?
Completely. Every match comes with a dimension-by-dimension breakdown showing exactly why a candidate was surfaced and where friction might exist. No hidden filters, no black-box scores. If you can't explain a recommendation to your hiring manager, neither can we — and that's a problem we designed around.
What do candidates experience?
Candidates complete short assessments (personality, conflict style, values) and build their profile. They receive constructive feedback that frames misalignment as potential friction — not rejection. The goal is that every candidate walks away understanding their strengths, even if they're not the right fit for a specific role.
Join the Early Access Program
Be among the first to experience multi-dimensional recruitment. Fill out the form below to reserve your spot.