About vkncy

How we started

The story of vkncy begins with a familiar frustration that plagues both sides of the hiring equation. As a product manager tasked with building a technical team, I found myself caught between the urgent need for talented developers and designers, and the limitations of traditional recruitment processes.

Our company had an experienced HR manager handling the initial screening, while I focused on product development. In theory, this division of labor should have worked perfectly. In practice, it revealed deep-seated problems that plague traditional recruitment methods.

Picture this: hundreds of resumes flooding in, each representing a potential team member, while our HR manager - skilled in general recruitment but unfamiliar with technical nuances - attempted to separate the wheat from the chaff. The challenge wasn't just about finding good candidates; it was about understanding what "good" meant in a technical context.

Our HR team struggled with distinctions that seem obvious to tech professionals but can be bewildering to outsiders. The difference between Java and JavaScript became a running joke, but it highlighted a serious problem. How could we effectively screen candidates when the screeners themselves weren't fluent in the technical language of our needs?

But the challenges didn't stop there. The sheer volume of applications created its own set of problems. Imagine trying to give fair consideration to hundreds of resumes while racing against time and business needs. It's like trying to find a specific grain of sand on a beach - theoretically possible, but practically overwhelming.

The human mind, remarkable as it is, has limitations. After reviewing dozens of resumes, patterns emerge - not necessarily meaningful ones, but the kind that our tired brains create to cope with information overload. Names, ages, education institutions - these surface-level details begin to influence decisions in ways they shouldn't. We found ourselves fighting against unconscious biases we didn't even know we had.

Perhaps most troublingly, we discovered a fundamental misalignment of incentives. The HR department's primary metric was time-to-fill positions, while as a product manager, I needed the best possible talent for our team's success. This disconnect led to a rush to fill positions rather than finding the ideal candidates who could truly drive our product forward.

vkncy solution

These challenges led us to create vkncy, starting with what we saw as the most crucial piece of the puzzle: intelligent CV screening. We didn't just want to automate the process; we wanted to revolutionize it.

Our approach begins with advanced AI that does more than just scan for keywords. It understands context, evaluates experience depth, and assesses skill relevance with a level of sophistication that mirrors human expertise - but without human limitations or biases.

The ELO innovation

What truly sets vkncy apart is our implementation of ELO scoring in recruitment. If you're familiar with chess rankings, you'll understand the basic concept - but we've adapted it specifically for the complexities of hiring

Think of it as a sophisticated tournament where candidates compete based on their qualifications and relevance to your specific position. Each comparison helps refine the rankings, creating an increasingly accurate picture of the candidate pool. Unlike traditional scoring systems that might give high scores to multiple candidates with similar keywords, our ELO system forces meaningful differentiation.

The beauty of this approach lies in its objectivity and adaptability. A candidate's score isn't just a static number based on keyword matches - it's a dynamic rating that reflects their standing relative to other candidates for that specific position. This means a frontend developer and a backend developer can each shine in their respective categories, rather than being measured against the same generic yardstick.

The road ahead

Today's vkncy is just the beginning. We're developing AI-powered voice screening capabilities that will revolutionize the initial interview process. Imagine an AI agent that can conduct preliminary technical interviews, assess communication skills, and provide detailed candidate evaluations - all while maintaining complete objectivity.

Our ultimate goal is to create an end-to-end AI recruitment agent that handles everything from initial screening to interview scheduling, freeing up human recruiters to focus on the high-value, strategic aspects of hiring.

Join the revolution

Whether you're a startup processing dozens of applications or an enterprise handling thousands, vkncy scales to meet your needs. Our early adopters have reported significant improvements in both hiring efficiency and candidate quality.

We invite you to experience the future of recruitment. Start with a free job posting and see how vkncy can transform your hiring process from a challenge into a competitive advantage.