ReLoop.me for teams. Capability Intelligence for hiring teams, founders, recruiters, talent operations, and heads of people. Role Intel, 7 euros, decodes job descriptions before they are posted: real scope, true seniority, JD inflation, capability demand, and a calibrated pay signal under the EU Pay Transparency Directive 2023/970. Profile Intel, 17 euros, reads shortlist candidates beyond keyword match: profile type, capability map, claims versus evidence, transferability, market misreads, and pay context. Both products are live in public beta, delivered same-day, no account required, fully GDPR-compliant. ReLoop.me is built and operated in Romania, EU. The use cases below describe the moments where capability intelligence prevents an expensive hiring mistake — calibrating job descriptions, reading shortlists beyond ATS filters, pressure-testing pay bands, mapping role scope honestly, evaluating non-linear and cross-sector candidates, evaluating founder and portfolio profiles, and preparing for pay-transparency disclosure. To engage with ReLoop.me as a team, email hello at reloop dot me.
Skill-based hiring
starts with clarity on capability.
Decode roles before posting. Read shortlists beyond keyword match. Capability Intelligence — structured, calibrated, EU-built — for the moments where a wrong read costs you the hire.
Reads the job — before it costs you the hire.
Real scope, true seniority, JD inflation, capability demand, calibrated pay band. Pressure-test before the JD is live.
Reads the candidate — beyond the fluff.
Capability map, claims vs evidence, transferability, market misreads, pay context. The signal an ATS can't surface.
Capability intelligence prevents the expensive miss.
A few examples of how a structured capability intel report can change the outcome — stopping the guesswork that shows up later as a bad hire, thousands of applicants but an empty pipeline, a pay range that can't be defended, or filtering out strong candidates.
Calibrate the JD before it goes live.
Is the role realistic, or has it grown into a 7-in-1 role? Inflation score, role-type mismatch, and a capability-demand map show what the JD is actually asking for — and what won't attract applications.
Read the shortlist beyond ATS keywords.
Capability map, claims vs evidence, misread risk, transferability — for the candidates already in front of you. The signal you can't get from a one-page CV summary or an ATS keyword score.
Pressure-test the pay band before disclosure.
EU Pay Transparency 2023/970 changes the math. Role Intel returns a calibrated, net-aware pay signal with assumptions named — so the band you publish is defensible, not improvised.
Don't filter out a strong candidate at step one.
Returners, sector-crossers, portfolio operators, founder-chapter profiles — the people most likely to be misread by linear screens. Profile Intel names the capability pattern that the CV obscures.
Test a role idea before it becomes a posting.
Founders, hiring managers, talent ops: drop the rough scope into Role Intel and get back what one seat can actually carry, where capability stacks unrealistically, and what the market would price it at.
Read a senior or founder profile honestly.
Senior careers don't fit one timeline. A founder chapter looks like a gap to an ATS. Profile Intel reads the operating pattern — what they actually own, the scope they've held, and where the capability sits.
Brief recruiters with capability demand.
Recruiters work better with capability targets than with paragraph job descriptions. Role Intel gives the same structured layer for both sides of the brief, so the search starts calibrated.
Match role and profile — directly, structured.
The matching layer being built on the reads happening in beta now. Same calibrated framework on both sides, compared in one frame — capability supply meeting capability demand, structurally.
EU-built. Human-calibrated.
Structured data your team owns.
A capability intel platform a hiring team can actually defend to legal, to candidates, and to the EU Pay Transparency clock.
EU-built · Romania, EU
EU jurisdiction. Pay framing built around Directive 2023/970 from day one.
Data you can defend
No reselling, no training of public models on team data. Deletion on request — documented.
Every read reviewed
Not raw model output. A human pass on every report — and corrections are logged back into the framework.
The data is the output
Reports are the interface; the structured capability data underneath is what makes reads comparable, and what powers what's next.
Let's talk about your hiring — and how capability intel can improve it.
Volume, pilots, sector deep-dives, custom calibration — handled directly.
No sales funnel, no demo flow. Just a real conversation with the founder.