Reasons, not scores
Every match comes with the reason behind it, so a candidate or a hiring manager can read it and say no.
How it works
Two sides,
one process.
Looking for work, or filling a role. Here is what actually happens on each side, step by step.
For job seekers
You describe the job once. Airral goes looking.
Say what you’re after
Once: what you’ve done, what you want next, and where you’re willing to work. That is the whole setup.
Airral does the looking
It keeps watching what’s open and puts a role in front of you when it fits — with the reason it thinks so.
Your résumé gets reworked
Before you apply, it rewrites your résumé for that specific role: the wording they used, the things they asked for twice.
Apply and follow it
Send the application and see where it actually is — screening, interview, decision — instead of guessing.
Interviews and offers
Times get agreed and offers arrive in the same place you applied from. Nothing lives in your inbox.
For employers
One role, one place, from posting to first day.
Post the role
Write it once, with what the job actually needs. That description is what candidates are measured against.
Applications arrive screened
Each one is checked against the role and ranked, with the reasoning attached so you can disagree with it.
Interview as a team
Scheduling and feedback sit on the role, so nobody has to chase who spoke to whom.
Make the offer
Draft it, get it approved, send it, and see whether it was accepted.
Start them properly
Onboarding checklists and the documents a new hire has to sign, in one place.
Underneath
Three things that hold both sides together.
Written for the role
A résumé is rewritten against the job description in front of it, not sent as one generic document to everybody.
One record per hire
Applications, interviews, feedback and offers sit on the role itself, so the history is the same for everyone reading it.
Pick a side
and get going.
Free to start. No card, no account needed to look around.