From a CV to a
real conversation.
Glos People is a text-based CV database for Gloucestershire and about 40 miles around it — plus remote-ready people from anywhere — with an AI sat in the middle of it. Here's exactly what happens between someone uploading their CV and an employer picking up the phone.
The whole journey
- 01A CV goes in
Two minutes, once.
- 0202The AI reads it
Skills, sector, temperament.
- 0303You describe the job
Plain English, or paste the spec.
- 0404Matches come back ranked
With the workings shown.
- 05You approach one person
They stay hidden for now.
- 06They reply
Yes, no, or yes-if.
The AI reads the CV properly
Not keyword matching. It pulls out industries and how long ago they were worked, achievements, education, software and tools, and the temperament showing through in how someone writes about their work.
The candidate says what kind of move they're after
Same again, step up, step back, new kind of work or new sector. That intent feeds into matching, so a step-back candidate who wants a less-pressured role isn't dismissed as over-qualified — and a step-up candidate isn't misread as under-qualified.
The employer writes a brief, not a query
Paste a job spec or describe the role, the team and the person who'd thrive in it. Employers can also rank the traits that matter most for that particular job.
Everyone gets a score with its workings shown
Every candidate gets one Suitability score, built from job match (what they've actually done, against your spec), vibe (temperament), industry (how much of their career sits in your sector) and salary fit. Open a candidate and you see the exact evidence behind each part — the tenure, the tool hits and misses, the traits and the lines that earned it.
You change your mind, the list re-orders
On the results themselves you can set Industry and Vibe to Excluded, Included or Required, filter by salary-fit band, and show only the people after a particular kind of move — a step up, a new sector, or transferable skills in a new kind of role. The list re-sorts as you click. Direct matches always stay above adjacent and transferable ones.
Salary fit is compared, not hidden
Nobody is hidden for asking more. You see 'within budget' or a banded '11–20% above your job's wage', colour-coded, and you can filter to whichever bands you're willing to consider.
The approach goes out under an alias
One approach sends the candidate the role, the money and your employer story — the culture, flexibility and progression you write once and we send every time, matched against what that person said matters to them. They see who you are; you don't see who they are.
They answer yes, no, or 'yes, if…'
Only an 'interested' reply releases their name, CV and contact details. 'Yes, if…' opens a negotiation on hours, notice or money before anyone commits — at no extra cost.
Why it's fairer for both sides.
Employed people rarely apply for jobs — they're not looking, and looking is risky. Stealth removes the risk, so the local talent that never reaches a job board is finally reachable.
Employers, in turn, don't pay to advertise into the void or hand over a percentage of a salary. They pay a flat £20 only when they choose to approach a specific person — after they've seen the evidence. Half back if the person says no thanks, fully refunded if they don't reply within 7 days.