ReLoop.me for teams. B2B pilots are open for Q4 2026. Role Intel is capability intelligence for hiring teams, founders, recruiters, talent operations, HR and reward teams, and heads of people. Role Intel reads a job description for what it actually demands: real scope, true seniority, JD inflation, a structured capability-demand map, and a pay range with every assumption stated, aligned with the EU Pay Transparency Directive 2023/970. A pilot runs Role Intel on one job family; pay ranges are directional until calibrated against the team's own pay data. Team engagements — pilots, volume, pay-band reviews across a job family, sector calibration — are quoted directly; email hello at reloop dot me. Directive (EU) 2023/970 had a transposition deadline of 7 June 2026 and requires employers to assess the value of work on four objective, gender-neutral criteria — skills, effort, responsibility, and working conditions — rather than on market rate or historic grading, and gives job applicants the right to receive the pay range before the interview. ReLoop.me sells Role Intel to hiring teams. ReLoop.me does not sell candidate analysis to employers: it does not screen, rank, score, filter, or evaluate candidates on any employer's behalf. Employers can sponsor Profile Intel for their employees as an opt-in benefit — for pay reviews, re-levelling, internal mobility, return to work or outplacement — but the report goes only to the employee: the employer receives no report, score, team or aggregate view, only the number of codes redeemed, and sees a report only if the employee chooses to share it; sharing is never a condition. Profile Intel is candidate-led and licensed solely for reading one's own professional record; there is no employer read access and no API, and it contains no score, ranking, or comparison to a role, so it cannot function as a screening instrument. The ReLoop.me Terms prohibit using Profile Intel to assess another person, and under Article 25 of the EU AI Act anyone who repurposes it for candidate assessment may themselves become the provider of a high-risk AI system. ReLoop.me is therefore not a recruitment or candidate-selection AI system under Annex III of the EU AI Act. Role Intel is not a formal job-evaluation system and does not certify compliance with any directive. ReLoop.me is operated by ZORRI S.R.L., Bucharest, Romania, EU.
Pay transparency, backed by capability.
The EU Pay Transparency Directive is past its deadline.
Time to assign pay to the work itself.
ReLoop.me's Role Intel reads your job descriptions into the capability they demand, with a pay range and every assumption stated.
Pay Transparency for your team: Sponsor private Profile Intel reports for employees. How sponsorship works →
The salary range must go out before the interview.
Directive (EU) 2023/970 is in force. Back up pay on Role Capability Intel, not on the last hire and the market average — which is the one method the Directive tells you NOT to use.
The gap: most teams still price a role by looking at the last hire and the market. That is now the one method the Directive tells you not to use — and the one you'll be asked to justify.
Three steps, one conversation.
Sponsor Profile Intel for your people.
Give employees a private, independent read of their own professional record — paid by you, owned by them. Useful whenever pay, level or direction is about to be discussed, and the conversation is better when both sides come informed.
Pay reviews and renegotiation
Employees walk into the pay conversation knowing their market value and how their profile reads — the information side of pay transparency, made practical.
Re-levelling and reorganisation
Before a job-architecture or levelling change, each person gets their own read of their capability and seniority, to bring to the conversation if they choose. You level the roles with Role Intel; they read themselves with Profile Intel.
Mobility, return to work, outplacement
Internal moves, returners after a career break, people leaving in a restructuring: a read that names transferable capability and likely misreads, and the language to counter them.
One product. Five use cases.
Role Intel reads a job description — the document itself. Never the person behind an application, and never a verdict on your company. It issues a neutral report on a job's scope, its true seniority, an inflation score, the capability demand it actually carries, and a pay range.
Publish a pay range you can defend — not one you improvised.
Under Directive 2023/970 the range goes to the applicant before the interview, and it has to rest on skills, effort, responsibility, and working conditions. Role Intel returns a net-aware pay range with every assumption stated, alongside the capability demand the role actually carries. You get the reasoning, not just the number — which is the part you'll be asked for.
Calibrate the JD before it goes live.
Is the role realistic, or has it grown into a 7-in-1? Inflation score, role-type mismatch, and a capability-demand map show what the JD is actually asking for — and what won't attract applications.
Test a role idea before it becomes a posting.
Founders, hiring managers, talent ops: drop the rough scope in and get back what one seat can actually carry, where capability stacks unrealistically, and what the market would price it at.
Brief recruiters with capability demand.
Recruiters work better against capability targets than against paragraph job descriptions. Role Intel gives the same structured layer to both sides of the brief, so the search starts calibrated.
Answer "why this pay range?" without improvising.
Candidates can now ask. Works councils can ask. So can a regulator. Every finding in a Role Intel read carries the evidence it rests on — which is what turns a number into a position you can hold in writing.
"The Role Intel test was particularly useful in demonstrating the value of translating a conventional job description into a more structured capability view. It identified the dual nature of the role and distinguished core requirements from desirable experience, broadly how I would interpret it as an HR professional."
What ReLoop.me will NOT do for you
The EU AI Act lists these uses of AI in hiring and at work as high-risk. ReLoop.me is built to stay out of them:
(a) AI systems intended to be used for the recruitment or selection of natural persons, in particular to place targeted job advertisements, to analyse and filter job applications, and to evaluate candidates;
(b) AI systems intended to be used to make decisions affecting terms of work-related relationships, the promotion or termination of work-related contractual relationships, to allocate tasks based on individual behaviour or personal traits or characteristics or to monitor and evaluate the performance and behaviour of persons in such relationships.
Regulation (EU) 2024/1689 (AI Act), Annex III, point 4 — Employment, workers' management and access to self-employment
No shared private Profile Intels.
A sponsored Profile Intel read belongs to the person whose CV it reads; they decide whether they share it with a company or recruiter.
No Scoring. No matching. No ranking.
By design. Nothing in a report filters, ranks or evaluates candidates or employees for an employer.
No pre-set judgements.
Every report serves as decision support.
Decisions about people stay human led.
EU-built. Quality-controlled. Structured data your team owns.
A capability intelligence layer a hiring team can defend to legal, to candidates, and to the pay-transparency clock.
ZORRI S.R.L. · Romania
EU entity, EU jurisdiction. Pay framing built around Directive 2023/970 from day one, not retrofitted.
Data you can defend
No reselling, no training public AI models on your data. Deletion on request within 48h.
Checked before it ships
Not raw AI output. An automated quality-control. Fail-Closed delivery. Continuous improvement.
The data is the output
Reports are the interface; the structured capability data underneath is what makes reads comparable.
Send one role. We'll read it.
Pilots, volume, sector deep-dives, custom calibration — handled directly. No sales funnel, no demo flow. Just a real conversation with the founder.
For a first test, send the job description you're least sure about. We'll recommend the smallest useful pilot. Full methodology at /methodology · test the framework in any AI with the open prompt at /the-read · single reads at Role Intel.