How well each candidate fits the role.

Describe the role, invite the candidate, and get a report within days built on two signals: what the people who worked with them say, and how they describe themselves. Ready for your client, branded as yours.

Create your first process See a sample report For verified recruiters

Marina ColvireAccount manager · NexaBright Solutions

Client report

🚀 Results driverMoves decisively toward demanding goals

Coverage 360

Alignment with the roleShared with client

Skill requiredPer their referencesPer behavioral test

Results orientationOutstandingPronounced

CommunicationExcellentModerate

AutonomyExcellentLess natural

Ratings and commentsNot shared

Autonomy 3.8. Works independently and takes ownership without close supervision. Worth checking against the behavioral test before moving forward.

Visible only to you7 references verified on LinkedIn · 2 direct managers · answers to your questions

Confidential

The résumé no longer tells you who they are.

AI leveled the playing field: every résumé is well written and they all say the same thing. Each opening draws hundreds of applications, and the only way to learn how someone actually works is still to call their references, one at a time, with no way to compare them or show them to your client.

≈ 250 résumésper corporate job opening, on averageSource: Glassdoor

50%+ of annual salarythe cost of replacing a hire that didn't work outSource: Gallup

That's why StarmyCV looks at two things at once.

Two signals, one report.

To know how well someone fits a role, you need to see what others observed in them and how they see themselves. StarmyCV collects both signals inside the same process.

Structured references

What the people who worked with them say

People who worked alongside the candidate, verified on LinkedIn, distribute a limited number of stars across the role's 8 skills, explain their highest ratings, and answer your questions. The result isn't a recommendation: it's a map of where the candidate stands out, according to others.

SMCV behavioral test

How they describe themselves

A proprietary 24-block questionnaire the candidate completes inside the process. It measures 16 behavioral tendencies against a reference population and groups them into behavioral profiles. It describes style, not ability: each tendency shows as pronounced, moderate, or less natural.

The 16 tendencies the test measures are the same ones references rate. That's what makes them comparable.

Read the guide "The second signal" Technical note on the test

Three steps. No phone calls.

Describe the role

Paste your job description. StarmyCV's assistant reads it and suggests 4 behavioral tendencies and 4 technical skills, with the reasoning behind each. Adjust what you like, add your own questions, and publish in minutes.

Skill selector with the assistant's suggestions

Invite the candidate

With a link. The candidate takes the test and requests references from people they've worked with. You see progress, who has responded, and the coverage level in real time.

Candidate card with 360 indicator and references

Get the report

Both signals side by side against what the role requires, with a summary that tells you what to dig into in the interview. You choose what your client sees, via a secure link, under your firm's brand.

Candidates accept the invitation in 40 hours on average. The first reference arrives in 1.3 days.

Create your first process

Trust that's calculated, not assumed.

The candidate picks their references. StarmyCV makes sure there are enough of them, that they're varied, and that they're verified.

Limited stars

Each reference gets a fixed number of stars. Giving five to one skill means giving fewer to another. What you see is the shape of the profile, not how much the reference likes the person.

Verified, weighted relationships

Every reference signs in with LinkedIn and states their relationship to the candidate, the company, and the time period. A direct manager carries more weight than a peer, and there's a cap on references per relationship type: ten peers don't outweigh one manager.

360 indicator

Each candidate gathers references from several angles (managers, peers, colleagues from other teams), removing the bias and subjectivity of a single opinion.

240 minimum300 recommended360 ideal

Confidential, with control

You see every reference and can exclude any you don't trust; the report recalculates. The candidate never sees individual ratings. Your client gets the aggregated, summarized report.

A report that measures the candidate against your role, not a generic profile.

For each skill the role requires, the report places side by side how the candidate's references rate it and how it shows up in the behavioral test. When the two signals disagree, it doesn't blend them into a single score: it shows you the gap as is, and the summary tells you what to dig into in the interview.

1 2 3

Marina ColvireAccount manager · NexaBright Solutions

Client report

🚀 Results driverMoves decisively toward demanding goals

Coverage 360

Alignment with the roleShared with client

Skill requiredPer their referencesPer behavioral test

Results orientationOutstandingPronounced

CommunicationExcellentModerate

AutonomyExcellentLess natural

Ratings and commentsNot shared

Autonomy 3.8. Works independently and takes ownership without close supervision. Worth checking against the behavioral test before moving forward.

Visible only to you7 references verified on LinkedIn · 2 direct managers · answers to your questions

Confidential

1Alignment: the skill the role requires, how references rate it, and how it shows up in the test.
2Each card is shared with your client, or not, with a single toggle.
3What only you see: who each reference is and what they answered to your questions.

An AI-generated profile summary drawn from references and test, plus a behavioral profile with strengths, watch-outs, and where the candidate performs best.
Reference comments summarized by skill, the full behavioral profile, and the roles the candidate tends to align with best.
Your client receives only what you turn on, under your firm's brand, via a secure link.

The report doesn't approve or reject anyone. It tells you where to look in the interview.

See a sample report

Built for recruiting professionals.

Your team in one dashboard

Create your organization, add your recruiters, and run every process in one place.

Your brand on every report

Your client receives the report under your firm's identity, not StarmyCV's.

Your client sees just enough

They get the aggregated, summarized report via a link. The detail on each reference stays with you.

StarmyCV is for recruiting professionals only: every recruiter is manually approved before creating their first process.

Recruiting firms already hiring with two signals.

"[Real quote from a recruiter, with permission. Length placeholder: I used to call three references per candidate and couldn't compare any of it. Now I get the report and walk into the interview knowing what to ask.]"

Name, title, firm

StarmyCV in 2026.

2,500+verified references this year

89%of invited candidates accept

5.2references per candidate

74%reach the minimum coverage level

Every process leaves verified references the candidate keeps on their profile, available to other registered recruiters.

Worth reading before your first process.

Series 1 · The whyStructured employment referencesWhy a reference should be comparable and traceable. Series 2 · The howHow StarmyCV validates talentThe product step by step, from the role to the report. Series 3 · The second signalThe SMCV behavioral testWhat it measures and how it's compared with references.

Technical note on the behavioral test

Your next candidate, with both signals.