Vettic Globals
Vettic Globals — Talent matchmaking Dossier · prepared for founders & hiring managers

The right people, vetted and matched — faster.

Senior recruiters run your search by hand — every candidate scored on seven signals, with the reasons written down. And every placement trains the explainable matching engine we’re building.

Book an intro call

No prep, no pitch — if we can’t help, we’ll say so.

  • 3–5 candidates per shortlist — never thirty
  • 7 signals scored, each with its reasons
  • 5 working days to first shortlist — our bar
01 — The deliverable (Signals we score: 07)

You don’t get résumés.
You get reasons.

Most firms send a folder of CVs and let you do the judging. We send a dossier: every candidate scored against your brief, signal by signal, with a human’s reasoning next to each score.*

This is the artifact itself — page one of what lands in your inbox. It’s also the data that trains our matching engine, which is why every score has to carry its reasons.

Candidate dossier — № 047 Role: Founding engineer · fintech
name withheld until intro Currently: senior engineer, Series A payments company
Vetted VTC/047
Shipped 0→1 product
Must-have1
Led two launches from empty repo to paying users.2
Stage fit
Must-have
Has been employee № 5 — stayed through pre-PMF.
Comp alignment
Must-have
Inside your stated band, confirmed directly.
Founder reference
Strong signal
Call completed; notes attached to this dossier.
Domain depth: payments
Strong signal
Three years in ledger systems at a payments startup.
Equity-comfortable
Nice-to-have
Asked about vesting before salary.
Timezone overlap
Nice-to-have
Six working hours with your team.
Overall read Strong match3

Matched because she has already been the fourth engineer at a company like yours — and stayed through the messy part.

A sample dossier — details illustrative. This is page one of what lands in your inbox by day five.
  1. 1 Weight chips mirror your brief — what you said was non-negotiable stays non-negotiable.
  2. 2 Every note is a sentence a human wrote. The engine learns from each one.
  3. 3 The overall read is a word you can challenge — not a number you take on faith.

*Names and employers stay redacted until both sides opt in.

02 — How a search runs (4 steps, dated)

Day zero to day fourteen.

  1. Day 0

    The brief

    One call, and we turn it into a one-page role brief you sign off on. Skills, stage, band, timeline — written down so nobody re-litigates it later.

    You receive: the role brief, one page.

  2. Days 1–2

    Calibration

    Three sample profiles to react to. Disagreeing now is cheap; disagreeing on day ten isn’t.

    • “too senior — agency-shaped”
    • “yes — exactly this”
    • “wrong stage”

    You receive: the calibration set, with our read on each.

  3. Days 3–5

    The shortlist

    Sourced and screened by hand, scored like dossier № 047 above. Three to five people, all ready to talk.

    You receive: the shortlist dossier.

  4. Day 14

    Signed

    Interviews, offer support, reference notes — through to a signed offer.

    You receive: your new hire, plus our reference notes.

*Day 14 is the median we design for, not a guarantee. You’ll get a real date on the call.

Start your Day 0.

Day 0 is the intro call — we scope your role and turn it into a brief.

Book an intro call

If we’re not the right fit, we’ll say so on the call — and point you to who is.

03 — The engine (Fig. 1)

Humans make the match.
The machine takes notes.

Today — humans score every signal In training — the matching engine

Most “AI recruiting” tools rank résumés on keyword overlap, then hand you a confidence score with no reasoning behind it. Hiring managers don’t trust those numbers — and they’re right not to. So we run the loop the other way around: senior recruiters score every signal by hand, and every completed search becomes something scraped résumés never could be — a labeled outcome. We know who got hired, and whether they stuck.

We’re not asking you to trust an algorithm. We’re asking you to hire well — and let every hire teach it.

The Vettic loop: brief, human vetting, placement, engine learns — repeating 01 Brief 02 Human vetting 03 Placement 04 Engine learns
Fig. 1 — Every placement makes the next shortlist sharper. Dashed legs: the engine, in training.

*No black box: any score the engine ever shows you arrives with the same seven reasons you saw above.

04 — The people (A short letter)

We’ve been on both sides of a bad shortlist — the founder skimming thirty résumés that miss the point, and the recruiter who knows the brief was never really understood. Vettic exists to close that gap.

A search here is run by people who’ve spent years inside HR, working next to engineers who’ve built large-scale systems. One half knows what strong looks like in a person; the other knows how to turn that judgment into software. You need both halves to make the loop real.

We’re early, and we run every search like it’s the one our name gets judged on — because it is. If the first shortlist isn’t worth your time, you owe us nothing.

— The Vettic Globals team

Recruiters & engineers Find us on LinkedIn ↗

05 — Terms (Plain ones)
The fee
Success-fee only: a fixed percentage of first-year compensation, agreed before Day 0. No retainer, nothing up front.
The guarantee
If a placement leaves inside 30 days, we re-run the search at no charge.
The call
One short call. We scope the role and give you an honest read — and if we’re not the right fit, we’ll point you to who is. It is not a pitch, and there’s nothing to prepare. Book it →
What we never do
Résumé floods. Exclusivity handcuffs. Black-box scores.