Why I'm Building RightMatch
A head of talent acquisition told me something that stuck with me. She’d post a job on a Friday. By Monday morning, she’d have hundreds of applicants waiting in her inbox. She had time to look at maybe 30 or 40 of them. The rest, likely including her best candidate, never got a real look.
I heard some version of that story over and over in 2023, and it’s the reason RightMatch exists.
At the time I was a managing director at a venture fund, and before that I’d been an early employee at a startup that exited. I’d seen hiring from both sides, as the candidate and as the person building teams. So when I started digging into this, I wasn’t looking for a theory, I was looking for the real bottleneck.
I talked to TA leaders and hiring managers for months. The story was always the same. Too many applicants, not enough time, and a growing sense that the best people were getting lost in the pile. Around the same time, something else was happening. Candidates started using AI to polish their resumes, so much so that by the time they showed up for a phone screen, they barely resembled the person on the page. Resumes were becoming noise, not signal.
So the first thing we built was a way to score resumes against the job description. It helped, but it didn’t solve the real problem, because a well-tailored resume still isn’t a real signal of how someone thinks or works. The TA leaders told us the only real fix was talking to people, but they could only interview 25 candidates a week, out of hundreds who applied.
That’s the gap RightMatch was built to close. Instead of a human having to choose who gets a conversation, every candidate gets one, on day one, through an AI interview that actually evaluates how they think and what they can do. Nobody falls through the cracks anymore because nobody has to wait their turn.
That’s the belief underneath everything we build at RightMatch. Hiring shouldn’t be a numbers game where the best person loses because a recruiter ran out of hours in the day. It should be a fair shot for everyone who applies, and a clear signal for everyone doing the hiring.
We’re still early. But I think we’re standing at a real inflection point. The same forces that are making it harder to sort through applicants, more competition, more noise, more AI on both sides of the table, are also the reason a solution like this can finally exist.
My goal isn’t just to fix hiring for the companies we work with today. It’s to build something that changes how work gets found for a hundred million people over the next decade. That starts with one candidate, one interview, one chance that doesn’t get lost in the pile.