How Fonzi builds the shortlist your team actually wants to interview.
Two matching layers. One ranked output. No manual sifting.
Tell Fonzi about your role and team.
The intake wizard asks about stack requirements, how your team communicates day-to-day, your current pace, and how decisions get made. Not a 40-field form, 8 focused prompts that take 8 minutes.
Fonzi uses this to build a two-dimensional team profile: one technical, one behavioral. Both inform matching equally.
Technical stack matching: reading engineering signals.
Fonzi evaluates candidate technical alignment on language proficiency, framework depth, and system design experience inferred from what candidates have shipped, not self-reported skill ratings.
Language depth, not breadth
Knowing Go is not the same as having shipped production services in Go for three years. Fonzi distinguishes primary from peripheral stack experience.
System scale signals
Infrastructure patterns, data volume, service architecture. A candidate who has built distributed systems and one who has not are both valid, the match depends on what your next role needs.
Transition readiness
Candidates adjacent to your stack, fluent in a language one step removed, are often better hires than exact-match candidates who have stopped learning. Fonzi scores this separately.
Culture and working-style matching: mapping team dynamics.
The dimension most tools skip is the one most responsible for 90-day departures. Fonzi maps three behavioral axes and matches them against your team profile.
Communication pace
Async-first vs sync-heavy. How often they expect to be in meetings, how they prefer to receive and give feedback, how they document decisions.
Decision-making style
Ownership-driven vs consensus-driven. Comfort with ambiguity, tolerance for rapid direction changes, preference for well-defined scope vs open problem space.
Growth expectations
Engineers who want deep specialization and engineers who want to generalize across systems both thrive, but rarely on the same team at the same stage. Fonzi flags the mismatch before the hire.
Ranked shortlist with fit reasoning.
You see a ranked list of candidates, usually 3 to 6 per role, each with a combined fit score and a two-line plain-language reason why they are or are not the right match for your specific team.
Try your first role for free.
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