한국어
CoSprint for hiring teams

Make TalentVisible

From AI fluency to the way they work —talent discovery through real work.

Open a sprintSee the demo

Looking for work? CoSprint for job seekers

The problem

More stages, and good people still don't stand out

Every stage looks at a person through something other than the job. How they actually work, you find out after they're hired — and that is when it gets expensive.

10 of 14

major groups and public companies now run AI-detection checks on applications

Yonhap check, reported by Seoul Economic Daily, Sep 2025
58.9%

of HR managers name job mismatch as the top reason new hires quit early

Incruit, 446 HR managers, May 2025
₩20M+

lost per new hire who quits early, say 75.6% of Korea's top-500 companies

Ministry of Employment & Labor / KEIS, Mar 2024

“We keep adding stages, and the people who get through look more and more alike.”

Screening, aptitude tests, AI interviews, an AI fluency test, AI detection on top — each with its own vendor to manage. Applicants prepare for every one of them, so the scores come out evenly high, and the real difference is left to a few dozen minutes of interview.

What CoSprint changes
  • Hand applicants a real piece of the role's work, and compare them by how they took it on.
  • AI fluency shows up inside the work, not as a separate exam.
  • However many apply, interviewers get a shortlist with quotes to ask about.
What's different

Hand applicants a piece of your team's real work

Not a realistic task. Your team's actual problem.

Describe what the team is on and attach what you have. You get a draft brief and the colleagues to staff it — for marketing, design, ops and sales as much as engineering.

Not alone. With colleagues.

A lead, an analyst, someone close to the customer. They hand over facts and numbers; the read is the applicant's to make.

Not just the answer. How they work, with AI.

What they handed to AI, the context they gave it, what they caught, what they checked — read from the record, not self-report.

Not a score. Evidence, and your decision.

Every point quotes the conversation it came from. No quote, no score. Who goes forward stays with you.

What you see

From AI fluency to the way they work

Job skills

in what they hand in
  • The skills your brief asks for, read against the deliverable

The way they work

in the conversation
  • What they asked, and who they asked
  • Where they pushed back or changed course
  • What they dropped, and why

AI fluency (4D)

in the record of their AI use
  • Delegation — what they handed to AI and what they kept
  • Description — whether they gave AI the context it lacked
  • Discernment — whether they caught where AI was wrong
  • Diligence — whether they checked before relying on it
Shortlist

However many apply, you read a shortlist

  • Applicants are ordered by the work, with their CV rank right beside it — the people paper would have screened out stand out.
  • The order only decides what you read first. Every point quotes the conversation it came from.
  • Advance, hold or decline stays with your team.
Ranked by CVRanked by work
Illustration. Applicant D was fourth on paper and first on the work.
Getting started

From describing the problem to reviewing the work

  1. 01

    Write the brief

    Describe the problem and attach what you have. A draft brief and colleagues come back. Reuse it in every sprint after.

  2. 02

    Put it on your careers page

    One line of script next to the job, or a link you share.

  3. 03

    Review

    Read the shortlist with the evidence, and decide.

Get started

Find the people your CV screen missed.

Open a sprint