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Two candidates against one position
Nothing here changed the store yet
Proposed readings, proposed corrections and facts that could not be shown wait here. A person decides. Until then answers carry the marker and use the reading they were given.
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Question to shortlist sent
Seven steps, several times a day. At every step, what the person does, what the engine reads, and what the screen admits.
What a skeptical executive sees in the first thirty seconds
The room's suspicion is specific: that this is a demo with the answers typed in. Six things on the first screen are hard to fake, and all six are visible before anyone clicks.
Why it is built as a grid and not a chat
A staffing lead's task is not conversation. It is: read the request, find who is free, judge fit, pick two or three, explain each in two sentences, send. The screen is shaped to that order. The candidates and the positions are on one surface because the judgement is comparative, and the reasons sit inside the cell because the reason is the answer — the verdict alone is worth nothing to someone who has to defend it to a hiring manager.
The CV is not additional information. In this store the person record carries no skills at all, so every technology, every certificate and every year of experience on screen exists because a CV was read. That is why CV-sourced facts are marked rather than merged invisibly, and why withholding one CV visibly changes the answer instead of quietly degrading it.
What this is not
It is not a search box with a model behind it. It does not rank people with a score it cannot explain. It does not fill a gap with a zero, an average or a plausible sentence. Where the store is thin — one position with no readable level requirement, one person with no CV, one column with no technologies — the screen says so in the place where the number would have been, and the answer is smaller as a result. A tool that will be trusted with a client's people has to be allowed to be smaller.