AI built for IT recruitment teams.
Trusted by 16+ IT teams. More than 5500+ CVs processed in early adopters programme.
GDPR and AI Act compliant.
250 CVs per role. Three are worth interviewing. Good luck finding them...
The first 24 hours.
A senior engineer who’s actually looking has three offers by Friday. If you spend Monday through Thursday reading 200 CVs, you’re not screening – you’re auctioning the role to whoever moves faster.
Everybody lies.
“Out of 200 CVs, maybe 9 are real. The rest are bots.” That’s what a customer told us – and Huntress flagged 23% of their applicants as fraud risk in late 2025. LinkedIn is full of bots. ATS files the rest. Neither tells you who can do the job.
Technical fit.
The senior dev’s CV is two pages. The junior’s is ten. The recruiter reading both isn’t an engineer – and the wrong call here costs the team six months and $100k.
A tool that reads CVs the way an engineer would.
The paradox of IT hiring: the best engineers often write the worst CVs, and the worst engineers write the best ones. The first group is too busy shipping to optimize for ATS keywords. The second group has spent the afternoon doing exactly that.
3of100 was trained on actual engineering CVs, hiring decisions, and interview notes – not on resume parsing in general. It reads for depth of work, not density of keywords.
What you actually get
Three names. Not three hundred.
Each one comes with a score, the matching experience pulled from the CV, and the signals worth probing in the interview. Not the prettiest CVs – the ones built by engineers who can actually ship.
- A shortlist you can defend in front of a hiring manager - every score has a reason attached.
- Fake and inflated profiles flagged before they reach your inbox. (In pilots: up to 90% caught.)
- 100 CVs scored in minutes, not days. Roughly 80% of the time you currently spend on screening.
- Interview questions generated from the gap between the CV and the role - so you walk in knowing what to ask.
How it works?
Five steps. 100 CVs to 3 interviews.
No cold-calls between them.
What's in the box
Six things we do. Most of them, nobody else does — at least not for IT.
THE FAKES, OUT FIRST
THE FIT THAT KEEPS THEM
TECHNICAL DEPTH, NOT KEYWORDS
ONE TABLE. EVERYONE'S DATA.
SCORES YOU CAN DEFEND
SYSTEM LEARNS YOUR COMPANY
Meet our team
Kacper Hołdys
Founder & CEO
Szymon Majtas
Founder & CTO
Latest News & Blogs
How to Write a CV? The Candidate’s Guide, Part 2
You’ve decided to change jobs. About when it’s worth doing this is covered in the first post in the “candidate guide” series. The next step is writing or updating your CV. This doesn’t have to be difficult or time-consuming. Postponing this activity “forever” means that positive change in your professional life doesn’t happen and you remain stuck in an unsatisfying situation. Below I’ve gathered some tips based on my experience as a recruiter. I hope they will help you quickly and efficiently get through the CV preparation stage. How should you write a CV then? In my opinion: short, concise and to the point. I suggest looking at your resume more as a marketing text than as a formal document. What is the essence of marketing communication? Convincing the recipient
When to Change Jobs? Candidate’s Guide, Chapter One
How to change to a better job? I suggest starting by considering whether it’s worth it at all. This post opens the “candidate guide,” which aims to help you consciously go through all stages of the recruitment process. This post may also prove to be valuable reading for team managers who are wondering how to retain employees and for recruiters interested in motivation for changing jobs. The IT specialist labor market, more than any other, is subject to three fundamental “megatrends” (more on this topic in the EY report): These trends, visible clearly in mature labor markets (e.g., Silicon Valley), are also reaching Poland. We change jobs more often, we are less attached to one employer. The employee holds the cards, especially in the IT market. No megatrend will change
How to recruit your boss (and team)?
How to change to a better job? I suggest starting by considering whether it’s worth it at all. This post opens the “candidate guide,” which aims to help you consciously go through all stages of the recruitment process. This post may also prove to be valuable reading for team managers who are wondering how to retain employees and for recruiters interested in motivation for changing jobs. The IT specialist labor market, more than any other, is subject to three fundamental “megatrends” (more on this topic in the EY report): These trends, visible clearly in mature labor markets (e.g., Silicon Valley), are also reaching Poland. We change jobs more often, we are less attached to one employer. The employee holds the cards, especially in the IT market. No megatrend will change
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