A CV compresses a career. A job post compresses a need. Comparing those pages faster still leaves context out. Work Republic keeps what people can do & what work needs, connects it, & says when something is still unknown.
An illustrative story. Marta and the fintech are fictional.
Projects, images, notes & ideas find a place on your graph. Each piece links what you did with how you think — so the next layer has more to work with.
The field opens where people & open roles can meet. Red brings candidates in; blue brings demand. Matching runs through the shared space between them.
A recruiter prompt starts a path through connected skills. Trace the route from what the role needs to what talent already covers.
Blue maps hiring demand. Orange shows skills already on the team. Violet marks the overlap. Explore each teammate to find the gap a new hire should close.
Explore the skills each teammate brings.
Skills are one part of the picture. Execution context, work style, preferences and expectations complete the role. Explore each dimension below.
Required skills, levels and evidence from delivered work.
How someone thinks and delivers, drawn from projects and case studies. Role tasks meet real experience: teams of 3 or 30, B2C or enterprise, greenfield or legacy.
Autonomy, pace, ambiguity, collaboration, feedback and mission. Candidate and team manager answer the same questions to understand how they would work together.
Location, remote work, work authorization, availability, salary and contract. Hard constraints filter; narrow margins, such as salary at the candidate’s minimum, flag retention risk.
What the candidate expects against what the role actually offers. A realistic job preview and a record of commitments make both sides’ promises explicit.
Conscientiousness and emotional stability, measured through work-specific questions. Extraversion or agreeableness only when relevant to the role, such as sales or negotiation.
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