Introve surfaces the behavioral patterns people show in real work, not how they talk about themselves, but how they actually operate.
The entire system runs on people describing themselves. Résumés, cover letters, even “skills” fields, all rely on what someone thinks is important about their work. But the very things that make someone exceptional are often the hardest to name. When you’re good at something, it feels obvious— like it must be how everyone does it. That’s why the real signals get buried, and hiring teams are left drowning in noise.
People are poor at self-reporting because they can’t accurately see their own strengths. The skills that drive their impact are often invisible to them and missing from the story they tell.
AI has triggered an arms race across the hiring market. Candidates optimize résumés. Recruiters optimize filters. Neither side sees people clearly anymore and the whole market suffers from collapsing signal quality.
Work changes fast, and people even faster. Résumés and job descriptions can’t keep up. Static documents fail to capture how someone actually operates. especially in a world shaped by AI.
Misalignment hurts more than budgets. It fractures teams, slows progress, and erodes collective performance. Every mismatch creates friction that compounds across the organization.
Introve is building the behavioral signal layer: a system that captures how people actually work and turns it into structured, credible signals teams can trust.
Our first product, Mirra, does this through guided, conversational AI.
There’s no need to spin a project into something it wasn’t. Mirra listens for what’s real beneath the surface. It reflects the patterns behind someone’s real impact, not how they describe themselves, but how they show up across contexts. For many, it’s the first objective reflection of their strengths they’ve ever seen and it changes how they see themselves.
Beneath it all is a system built for scale:
We take trust seriously. Individuals choose which insights are shared and who gets to see them. Hiring teams only see what the candidate approves. Not raw transcripts, not personal context. Just grounded signals tied to real evidence.
Resumes aren’t going away overnight, but for the first time, we have something stronger to build on.
Real testers. Real stories.
Shared in job seeker communities of 3,600+ and catching the attention of hiring managers asking to pilot.
