Jo vs Spark Hire

Jo matches people to jobs based on their ambitions, skills, experience, and how they work. It does this through voice conversations with both candidates and employers.

Jo learns a candidate's ambitions, skills, experience, and how they work. From the employer, Jo uses the job description, the company culture, and the hiring manager's leadership style and team dynamic. Jo recommends who to talk to. The employer decides who to interview.

Hiring has become frustrating for employers and candidates alike. We're building a complete picture of both the candidate and the employer, and we believe that helps employers hire the right person for the job.

No. Jo is not the interview. It helps employers identify the right people to interview and gives them a fuller picture beforehand.

The employer. Jo doesn't hire or reject anyone. It recommends candidates based on their skills, experience, and cultural compatibility, and a person decides who to interview and hire.

Culture compatibility is how well a candidate's way of working fits how a company and its hiring manager operate. Jo first assesses how much culture matters for the role, then looks at fit across four dimensions: how someone handles it when something goes wrong, how they handle disagreement, how they give and receive feedback, and how they trade off speed, quality, and cost.

Jo uses AI to hold the conversations, and to summarize and evaluate what it learns about candidates and employers. That's how Jo recommends which candidates an employer should talk to. People make every hiring decision.

No on all counts.

Set up your profile and add your first job. Talk to Jo if you're the hiring manager, and describe how you lead and how the team works. If you aren't, the hiring manager has that conversation. Add a job, and put your Jo link on the job posting. That's all free. Candidates who follow it build a profile with Jo, and you also see matching people already in Jo.

You see how their skills and experience line up with the role, how their way of working compares with yours.

Their name and contact details, the evidence dossier with the candidate's own words, the original CV, the Jo Standardized CV, an interview guide, and a 90-day onboarding guide. Your organization has 90 days of access.

Post as many roles as you like for free. You only pay to unlock the candidates you want to talk to. See pricing. Candidates don't pay.

No. We believe that if you're hiring a human, a human should do the interview. Jo lays the groundwork and helps make sure you're talking to the right people.

Demonstrated skills, experience, and culture compatibility.

Add a custom Jo link to your job posting. Candidates who follow it build their profile with Jo, and you see those who match on skills, experience, and working style. You'll also see matching candidates already in Jo who never applied to your role.

If a candidate gets to Jo using the link in your job posting and creates a profile, we take their word that they're interested. When you unlock a candidate who is a good match but hasn't clicked on your job link, we email them information about the job first. You're only charged if they confirm they are.

No. It isn't a keyword screen, and it doesn't scrape the web.

Jo asks candidates for examples, so skills are described as demonstrated, not verified. We think a natural conversation is the best way to get this information, and we're counting on people to be honest.

For most people, the hiring manager is their connection to the company. Their leadership style and team dynamics play a big part in whether a hire succeeds, for both sides. Jo compares each candidate's story against that.

Candidates can block their current employer, but it's their choice. If someone hasn't blocked you, they could appear. Names stay hidden until you unlock.

Not yet.