They're suffering from a specification problem.
The Hiring Reality Report tells you which one you've got. One brief, one written judgment, forwardable to the hiring manager. We don't analyse the candidate. We analyse the role.
What a diagnosis looks like
Each full report carries the reasoning, the next ninety days, and the specific scope edits. The headline is the part you'd forward.
Security Architect. Open ninety days.
The title says architect. The deliverables are governance.
Senior architects read the gap between the title and the scope inside the first paragraph and don't apply. The shortlist fills with candidates who haven't spotted the gap yet, which is why round two is where the role keeps breaking.
Cloud Engineer. AWS hard-required.
You're hiring an AWS engineer for an almost entirely Azure estate.
The strongest applicants on paper will spend their first quarter unable to touch the platform they were hired to run. The candidates who'd actually be productive on day one screen themselves out at the job title.
Cloud Operations. Architecture asks.
The seat is scoped as operations. The work is platform design.
Operations engineers see the title and apply. Platform architects see the salary band, read it as a junior seat, and skip the brief. The hire either underdelivers against the deliverables or overdelivers and leaves inside a year.
The shift
POST doesn't tell you whether a candidate is right for the role.
It tells you whether the role is right for the market.
What recruiters use it for
Challenge an unrealistic brief
Hand the hiring manager something they didn't write, naming the thing you've been trying to say for three weeks.
Explain a stalled search
Replace 'the market is tough' with a specific diagnosis the client can act on.
Reset salary conversations
Show why the band on the brief doesn't match the candidate pool the brief actually describes.
Create evidence for changing requirements
A written third-party judgment is easier to forward than a recruiter's own opinion.
Decide which briefs to take on
Some briefs aren't fillable as written. Knowing that on day one is worth the fee.
Give hiring managers a reason to reconsider
Most won't move on a recruiter's word. They'll move on a written diagnosis of why the seat is staying open.
How it works
You send us the brief. We return a written diagnosis covering what's wrong with the role as specified, why that's keeping the seat open, what the next ninety days look like if nothing changes, and the specific scope edits that would change who applies. Built on POST's practitioner-authored assessment framework. If the engine can't reach a confident diagnosis, it refuses the brief rather than inventing one.
Read the full sample at recruiters/sample.
Commissioning status
They'll reopen once the editorial bar holds across every diagnosis the engine can produce. If you want a note when that happens, email contact@postatlas.co.uk with the role you'd commission first. That also helps us prioritise which briefs the reopening covers.