You don't lack candidates. You lack clear signals
A structured screening layer for hiring teams
Current Screening Workflow
CVs open under time pressure. You scan for 30 seconds. Something feels off — but you can't always articulate what.
You move forward with a shortlist based on intuition. Or reject candidates you might have reconsidered later.
Multiply that by 50–100 profiles. The inconsistency becomes part of the system.
Most hiring decisions are made faster than they can be explained.
What Market Signal Does
Analyzes candidate profiles the way hiring teams do — under real recruiter pressure
Surfaces positioning gaps, seniority misalignment, and credibility risks within seconds
Structures early-stage evaluation using consistent, repeatable decision dimensions
Generates structured output ready for shortlist decisions, hiring manager alignment, and reporting
Candidate enters ATS or inbox — before manual screening begins.
Run structured diagnostic before any shortlist decision is made.
Use standardized output to align recruiters and hiring managers.
Before
After
Role clarity, seniority, credibility, and risk signals in a standardized format.
Clear reasoning why a candidate should move forward or not.
Shareable summary for hiring managers and stakeholders.
| Dimension | Score | Recruiter Signal |
|---|---|---|
| Role Clarity |
8
/10
|
Clear senior designer positioning. Minor ambiguity on leadership level vs. individual contributor. |
| Achievement Evidence |
8
/10
|
Strong quantified impact: +50% traffic, +40% sales. Ownership context could be more explicit. |
| Seniority Signaling |
7
/10
|
15+ years experience evident. Leadership and mentorship signals are present but not strongly explicit. |
| Market Readiness |
6
/10
|
Portfolio is a strong signal. Missing English proficiency evidence — critical for EU-wide roles. |
| Differentiation |
7
/10
|
Strong agency + in-house mix. Limited digital/UX exposure reduces differentiation in international markets. |
Fernanda presents as a technically strong senior designer with proven impact across agency and in-house environments. However, the absence of English proficiency signals will significantly limit shortlist probability in EU-wide or international roles.
Recruiters will recognize strong execution capability and measurable business impact, but may hesitate due to unclear positioning for multinational environments.
The portfolio reference is a strong positive signal. However, limited digital/UX or product exposure reduces competitiveness for hybrid or leadership design roles.
Overall: strong candidate for regional senior designer roles, but with clear friction in English-first or multinational hiring contexts.
| Dimension | Signal |
|---|---|
| Hireability Index |
72
/100
|
| Positioning Risk | Medium |
| Best Role Target Now | Senior Graphic Designer — regional / non-English dominant environments |
| Role to Avoid | Head of Design or Lead roles in English-first multinational companies |
| Brutal Truth | No English proficiency signal and limited UX/digital evidence — key blockers in international screening. |
This is a condensed preview of a much deeper full output that includes expanded screening dimensions, structured candidate evaluation logic, and a complete decision-support framework designed to improve consistency and alignment in shortlist decisions.
Standardizes how candidates are evaluated before shortlist decisions.
Helps recruiters and hiring managers align on candidate quality under pressure.
Does not replace ATS — improves the interpretation layer on top of it.
Test Market Signal on real candidates this week.
24-hour access. No setup. No friction.
- Receive a beta token and apply it directly to live candidate pipelines
- Run 2–3 profiles and compare against your current shortlist decisions
- Send feedback after use — improve the system in real workflows
remaining