第一次招错人的代价，超过使用 Hirovia 的第一年。
没有人力资源部门，没有筛选流程，而这次招聘必须成功。Hirovia 提供大公司才有的测评能力，价格却是为第五次招聘、而非第五百次招聘的企业设计的。
First 5 candidates free · no credit card · no sales call
What this looks like day to day
在十二个人的团队里，招错人不是一项支出，而是每天都要面对的问题。
第一位运营经理、第一位销售——没有基准，也没有可比对的样本。
而面试表现最好的人，往往只是面试次数最多的人。
How Hirovia fits
20 个岗位各自带有成功画像，候选人是对照该岗位真正有效的标准来衡量的。
每份报告都包含针对本人薄弱环节的问题。
没有订阅，只为真正完成的测评付费。
无需演示、无需实施。五位候选人免费，无需绑卡。
Identical on paper. Nothing alike, measured.
Three applicants for the same role. AI wrote all three résumés, and they read the same. The assessment doesn't.
“Results-driven. Grew revenue 40%. Exceptional communicator.”
Keyword match 96%Behavior and judgment both inside the target zones. All validity checks clean.
“Results-oriented. Grew revenue 38%. Exceptional communicator.”
Keyword match 95%Strong instincts, but one competency sits well below what the role needs.
“Results-focused. Grew revenue 42%. Exceptional communicator.”
Keyword match 97% — best of the three41 identical answers in a row and two failed attention checks. On paper, your best applicant.
What they wrote, versus what they did. Why this gap keeps widening →
Four steps. Nothing changes about how you post jobs.
Use the boards you already use.
Bulk upload, email intake, branded portal, or API.
30 minutes, role-specific, under your company's name.
Ranked, with reports and interview guides.
免费筛选前五位.
Five candidates free. No credit card, no demo, no sales call.