About GradTalent

What we do

Most hiring tools are designed around people who already have a track record. Graduates and early-career candidates do not, and they are filtered out by systems that read experience as the only signal. GradTalent is built the other way round: it reads skills, projects, coursework and potential, and matches them against what employers are actually hiring for.

Candidates get AI-matched job recommendations, a resume builder with an ATS readiness check, and a clear view of where every application stands. Employers get a candidate pipeline, structured screening, and integrations with the applicant tracking systems they already run.

Who GradTalent is for

The platform serves two sides of the same market, and both are first-class.

• Students and recent graduates looking for their first role, internship or placement.
• Early-career professionals moving into a new field, where transferable skill matters more than years served.
• Employers and campus recruiters hiring at volume who need to find strong candidates without reading every resume by hand.
• Recruitment teams already running Greenhouse or Lever who want graduate sourcing to feed straight into their existing pipeline.

How the matching works

Every profile is turned into a structured picture of what someone can do: skills drawn from projects and coursework as well as jobs, verified where we can verify them, and weighted by how recently and how deeply they were used. Roles are parsed the same way. Matching compares the two, and explains itself — a recommendation always comes with the reason it was made.

Nothing is invented. Where a skill or a qualification is not evidenced in a profile, it is not asserted on the candidate's behalf, and recruiters see the difference between what was verified and what was self-reported.

What we stand for

Hiring decisions affect people's lives, so the platform is built to be explainable and to fail safely. Recommendations are ranked suggestions for a human to act on, never automatic rejections. Candidates can see and correct the data held about them. Employers cannot filter on characteristics that have no bearing on the work.

We would rather show a recruiter fewer, better-evidenced matches than a long list padded with guesses.