HINT briefs you on everyone who applied — what the record shows, what it does not, and what to ask in the interview — reasoned inside your own company's hiring judgement rather than a generic rubric. It never decides who gets hired. You do, better prepared than before.
Built in Kuala LumpurMalaysian hiring context, applied to every candidateNo candidate is ever auto-rejected
Built in Kuala LumpurMalaysian hiring context, applied to every candidateNo candidate is ever auto-rejected
The difference
Every other tool promises you will have to think about fewer people. HINT prepares you to understand more of them.
What comes back
One person, as HINT reads them.
Not a score with a colour. A briefing you could forward to your MD with one line of context — every claim pointing at the line of the résumé it came from, including the ones that argue the other way.
Sample data
Kabilan Raja
RecommendedDomain fit: high
Process integration engineer · 9 years · Penang
Worth an interview. Strongest yield record in this pool — but the depth is in packaging, and this role is front-end.
Owned wire-bond yield at Bayan Semiconductor, 2021–2024.
"Led 3 DOEs; first-pass yield +2.1%"
résumé, p.1 · confidence: high
Front-end exposure is one line, and it is an attachment rather than ownership.
"6-month attachment, diffusion, 2019"
résumé, p.2 · confidence: medium
The record does not show hands-on photolithography. Worth asking directly.
Nothing in the record.
absence, stated as absence
This company has hired two engineers with attachment-only front-end exposure before; both ramped past 90 days.
IN YOUR CONTEXT
Company Lens — your own hiring judgement, recorded.
informs the reading · never changes the score
2017202020212024now
June 2020 – March 2021 sits inside the Malaysian movement-control period and a sector-wide hiring freeze. Read as market, not as the person.
match 78
The number is there because HINT does produce one. It is printed last and smallest because it is the least important thing on this page — and because a briefing that leads with a percentage has already stopped being a briefing.
Company Lens
Two companies, the same résumé, two different briefings.
Tell HINT how your company actually hires — your best hire, the one that did not work out, what you do when two candidates are level. That becomes your lens, and every briefing reasons inside it.
You write it, you own it, you can edit every word.
The lens page shows you the exact text the model reads, byte for byte. What you approved is what it sees.
It informs the reading. It never computes it.
The lens can raise a discussion point, a probe, a tension worth deciding consciously. It cannot move a score, change a tier, or filter anyone out. That boundary is enforced in the product, not promised in a brochure.
It is yours, and exportable in full.
Never shared across customers, never used to train anything. If you leave, it leaves with you.
It keeps what you decided, and why.
Who you chose and the reasoning, kept under the role. The next intake for that role starts from that, instead of from nothing.
A chat assistant has no memory of how your company decides. An applicant tracking system records what happened, but not why. The lens is the part that stays when the people who made those decisions leave.
Four things that are true of HINT and of very little else
Read the same way, every time.
Two hundred applications, one standard — the first and the last read to the same rubric, in either order, on any day. Consistency here is a fairness property, not a performance claim.
Every reading points at its line.
No characterisation the résumé cannot support. Each claim carries the line it came from, so you can check any of it — and so can the person you forward it to.
A Malaysian career, read as one.
Which employers train people and which burn them. What a 2020 gap usually was. What a 2015 oil-and-gas exit meant. Which universities feed which pipelines. Applied to every candidate, not recalled on request.
It remembers how your company decides.
Your own hiring judgement, recorded once and reflected back in every briefing — always marked "in your context," and never allowed to change a score.
How it works
Five steps, one role at a time.
All five run on the free trial. Nothing here needs a call with us first.
1
Create the role
Paste the job description, or give five lines on what great looks like and HINT drafts one you can edit.
2
Send the whole pool
Every application for that role, not a sample. Comparative judgement is the point.
3
HINT reads every one
The same rubric on the first CV and the two-hundredth. Minimum requirements are checked visibly, never silently — nobody disappears without a reason you can read.
4
Read the briefing
Candidates grouped by readiness, each with the evidence behind the reading, what the record does not show, and the questions worth asking in the interview.
5
Record the decision
Who you chose and why, kept under the role. The next intake for that role starts where this one ended, instead of starting over.
Who this is for
Malaysian teams where the person who hires also does the reading.
Founders and heads of department
Twenty to a hundred and fifty people, hiring three or more roles a year, and the CVs get read by whoever has the evening free.
HR and talent teams of one to five
Screening for hiring managers who will never log into your tools — so the briefing has to survive being forwarded with one line of context.
Junior and trainee intakes
Where forty CVs look identical because everyone has the same degree and the same internship, and résumé prose has stopped carrying signal.
Instead of
Reading them yourself at 11pm
Candidate one and candidate two hundred do not get the same reader. That is not a discipline problem; it is a fatigue fact.
Pasting them into a chatbot
A different answer per paste, a rubric that drifts across a long conversation, no audit trail — and a data question your HR lead would rather you did not ask out loud.
Asking your ATS to score them
Keep your ATS. It tracks applicants; HINT briefs the person who has to choose. Different jobs, no migration.
What we will put in writing
Three commitments, and one disclosure.
1
HINT does not reject anyone. There is no such function, and there will not be one. Every candidate is briefed; the decision is recorded by you.
2
Judge it on a role you have already filled. You know what happened. HINT does not. That is the only honest test, and it is the one we ask for.
3
Protected attributes are never inputs, and proxies for them are treated as the attribute itself. Minimum-requirement filtering is shown on the page, never executed quietly.
Where candidate data actually goes — stated plainly, because it is the first thing worth asking
Stored
Managed infrastructure in Singapore, in an account isolated to your company.
Analysed
Résumé text is read by a model provider outside Malaysia. We disclose this rather than let you discover it.
Retained
Deleted on request, and automatically within thirty days of an evaluation that does not continue.
Training
Never. Not on your candidates, not on your lens, not shared between customers.
Export
Everything you put in, back out, in full, whenever you ask.
Start
Run it on a role you have already filled.
That is the honest test. You already know who you hired and how it turned out — HINT does not. Upload that pool and see whether the briefing would have got you there.
The Second Opinion: send the résumés from one filled role and get the full briefing within 48 hours, then thirty minutes walking through it together. No charge during the founding period.
→ WhatsApp
We run a couple of the second kind each week — each one is read by a person before it reaches you.
