Replace the recruitment agency, not the payroll provider
Brief a role once. Synmatch AI publishes it, sources applicants in your target countries, interviews every one and hands you vetted profiles with full transcripts. A person reviews each step. Free when the hire is employed through WorkMotion, 10% when they are not.
Built for teams hiring outside their home market
"We are hiring in a country where we have no entity."
Brief the role, we source and vet, WorkMotion employs. Recruitment is free.
"We have our own entity there but the agency wants 20%."
Same process, 10% one-off. Run us next to your agency on the same role and compare.
"We get applications, we just do not know who is real."
Send us your pipeline. Identity, employment and skills verified for EUR 2.90 per candidate.
We find and interview the candidates. You meet the ones worth meeting.
Most of the time in a remote hire goes into publishing, sorting and first conversations. AI Recruiting takes all three off your team and gives you back structured, comparable information on every applicant, not a stack of CVs optimised to beat your ATS.
01. Apply
Pick a role, upload your CV, add your LinkedIn and answer a few questions specific to the job.
02. Under review
A person on our team checks your application against the role's must-haves. If it is a fit, you are invited to the interview.
03. AI interview
Applicants share their CV and LinkedIn, answer role-specific questions and complete a short AI interview. AI scores, but a person reviews every applicant.
04. Feedback
Straight after the interview you get feedback: what you did well and where you could improve. You get this whether or not you move forward. A person then reviews your interview.
05. Presented to the company
Your profile, answers and interview go to the hiring team. They decide whether they want to meet you. Once they do, we tell you who the company is and brief you so you can prepare.
06. Interview and hire
You interview with the company directly. If you get the offer, WorkMotion employs you with a compliant local contract in your country.
Information you can compare, not a pass/fail
You see how someone actually answered, not just a number. Your team decides.
When the right people are not applying, we go and find them
Some roles don’t suit an advert: narrow specialist pools, senior hires, top people who aren’t looking. Active Search puts specialist recruiters on the role. They approach candidates directly and screen them in a live call using your five questions. No AI interview here.
When we recommend it
- The candidate pool is narrow or highly specialised
- A meaningful share of candidates decline an AI interview
- The role is producing volume without depth
We will tell you when a role belongs here rather than let it run.
What changes on your side? Nothing.
- Same way of receiving candidates and same interview process
- You never manage or speak to the recruiters
- Same single point of contact
AI Recruiting keeps running in parallel at no cost, and its hires still carry no fee.
If the employment agreement ends within three months of start, one replacement search at no additional fee.
Is this a real person, and is what they claim true?
Remote hiring made identity and CV fraud cheap and scalable. AI made it convincing. Every remote pipeline now carries three questions most companies cannot answer before the offer:
Is this a real person, or an AI-assisted proxy?
Is the employment history true?
Can they do what the CV says?
Three checks, one result
1. Identity (Know Your Candidate)
Liveness check plus biometric match between a live selfie and a government ID. Confirms the person exists, is physically present, is unique, and is based where they say. About five minutes for the candidate; result usually the same day.
2. Employment and education
We contact former employers, universities and certification bodies directly to confirm role, title and dates. Each entry comes back verified, partially verified or unverified, with a digital certificate that can be re-checked years later.
3. Skills (add-on)
A structured AI interview against your role's requirements, so you see whether the candidate can do what they claim, not just that they claimed it.
Anti-gaming
The usual way these checks get beaten is a lookalike employer domain the candidate controls. Every employer contact is checked by a person against a database of verified employer domains before any email is sent.
What you receive
A clear answer and a confidence level, not a technical report. Use it on candidates we source for you, or on your own pipeline; it runs in parallel with screening. The candidate owns the verified profile and approves what is shared.
Not sure where to hire? Test three markets at once.
Using WorkMotion's employment data across 160+ countries, we show you the full employer cost of a salary in each location, not just the gross figure, and can run the same role in several markets in parallel. Decide where the hire makes sense before you commit.
What changes when screening stops eating your week
"Every full-stack engineering candidate we decided to meet after the AI stage was relevant."
"Synmatch AI didn't replace our recruiter; it gave us time back to have real conversations."
Success-based, and free when you hire through WorkMotion
AI Recruiting
Free if employed through WorkMotion. 10% of gross annual salary, one-off, if employed on your own entity.
Signed employment agreement.
Refund or replacement search if the hire leaves during probation. If a WorkMotion hire moves to your own entity within 12 months, the 10% applies then; later, nothing.
Active Search
25% of gross annual salary, one-off.
Signed employment agreement, payable within 30 days.
No upfront fee, no exclusivity. One replacement search if employment ends within three months.
Candidate Verification
EUR 2.90 per candidate (one credit). Skill interview is a bookable add-on.
Per candidate verified. No subscription, platform fee or minimum.
Designed for the EU AI Act, not retrofitted to it
A person decides at every step; there is no automated individual decision
No emotion, sentiment or personality analysis, the practice the Act prohibits in employment
Candidates are told before they begin that the interview is AI-led
Criteria, processing steps and systems are documented for your data protection team; data is processed under WorkMotion's existing DPA
High-risk obligations for recruiting AI apply from 2 December 2027; transparency obligations apply today. We meet both now. This describes our design choices, not legal advice, and we are glad to walk your legal team through it.
FAQs
No. Synmatch includes a lightweight platform where you can review candidates and manage the shortlist, but using it is optional. We can upload vetted profiles straight into your existing ATS.
They are the hard screening criteria for your role, so the assessment reflects your context rather than a template.
It comes down to setup. Candidates respond well when the interview is short, tailored to the role, and they hear back quickly. For most applicants the honest comparison is not a human first round, it is the silence they usually get.
Some will try, and the process is built with that in mind. You receive the interview information alongside the score. For roles where this is central, Candidate Verification adds a formal identity and employment check.
Yes. If you can name what you need to establish in a first conversation, we can structure it. Where the pool is narrow, we move the role to Active Search.
Your company name never appears on the advert. Candidates only learn who is behind a role once you decide you want to speak with them.
No. Every search is a fresh, targeted search against your briefing. We do not keep a standing pool.
Yes. You employ the candidate on your own entity and pay the one-off 10%, roughly half the market rate.
See the roles open right now
Verified employers. Feedback after every interview. Hired where you live.