01
Brief the role.
What great looks like here. What you'd stretch for. What's actually non-negotiable. Ten minutes, in plain language, no scorecard template.
For hiring teams
Your next best hire isn't applying.
They already have a job. They aren't reading job boards, and they will never see your post. Donna knows them anyway — what they've actually built, what they're worth, and what it would genuinely take to move them. Brief her on a role and she asks the few who fit. You meet the ones who said yes.
Only interested candidates No spray InMail You pay on hire
Founding Engineer, Payments
Briefed Tuesday · 6 asked · 3 said yes
yes
Built a reconciliation engine solo. Cut ops time 31%.
Y3 CS, NUS. Wasn't looking. Would take less money for ownership.
yes
Two years on a ledger team. Wants out of big-co process.
Currently at a bank subsidiary. Would move for scope, not title.
yes
Ran payments ops before switching to engineering.
Knows exactly why your reconciliation breaks. Available from May.
asked
Strong fit on paper. Deciding.
You won't see a name unless they say yes.
Zero applications receivedZero rejections to send
Singapore talent pool
Interns, new grads & experienced hires
Candidates are free — you pay to hire
The problem
You didn't get more candidates. You got more text.
Applying costs nothing now, so everybody applies to everything, perfectly tailored, instantly. Your pile grew ten times and your signal went to zero — while the person you actually want never applied at all, because they already have a job they quite like.
Your ATS, this week
inbound1,247
applications for one role. Someone on your team has to open them.
- Written or rewritten by AImost of them
- Screenable in six secondsnone of them
- Who'd actually take the jobunknown
- Contains the person you wantno
What Donna sends instead
outbound & curated3
people who were individually asked, and individually said yes to this role.
- Already confirmed interestedall three
- Arrive with real contextall three
- Were going to apply anywaynone
- Rejections you have to sendzero
How it works
Brief her once. She does the asking.
The same conversation you'd have with a trusted colleague who happens to know everyone, except she remembers all of it and never gets tired.
02
She finds people.
Not a keyword search over CVs. She's had a real conversation with everyone in the pool, so she matches on what they built and what would move them.
03
She asks them.
A private message to the few who genuinely fit, including people who weren't looking. No name reaches you unless they say yes.
04
You meet a yes.
Everyone who arrives already wants this role, and arrives with context. Optionally screened by a test that looks like the actual job.
What you receive
A person, not a PDF.
You've read a thousand resumes and learned nothing from any of them. This is what an hour of honest conversation looks like when somebody writes it down and keeps it current.
Shared only after they say yes.
Candidate context
shared with consentWhat they actually built
Wrote the matching engine for a payments reconciliation tool, solo, in an eight-week internship. Ops time down ~31%. It isn't on their CV because nobody told them it mattered.
Genuinely strong at
Payments infrastructure and messy data reconciliation. Weak on frontend and volunteers that without being asked.
What would move them
Owning one surface end to end on a team under fifteen. Would take $4.5k over $6.5k for that. Will not join a bank. Will not do crypto.
Relocation
Jakarta or HCMC for the right role. Not London — family reasons, asked directly.
Availability
From May. Needs eight weeks of reduced hours around FYP submission — worth planning for, not a dealbreaker.
Last updated
Nine days ago, by the candidate, over text.
Optional
Screen them before you spend an afternoon.
If you want more than a conversation, Donna can run the first two rounds for you — built around your role, not a generic question bank.
Work sample
A test that looks like the job.
Designed from your brief and your actual stack, not pulled off a puzzle site. If the role is reconciliation at scale, the test is reconciliation at scale.
- Written per role and per company
- Scored on the work, not on adjectives
- You see the submission, not just a number
First round
A real first interview, run for you.
Donna takes the preliminary conversation from your brief, digs into the specific claims on their profile, and sends you what she found — including where they were thin.
- Probes the claims, not the buzzwords
- Same questions for everyone, every time
- You get the concerns, not just the highlights
The thesis
The best person for this role is not applying for it.
Every hiring process ever built starts by waiting for people to raise their hand. That was fine when raising your hand was expensive. It isn't any more, and the people worth hiring have the least reason to do it — they're busy being good at the job they already have. Someone has to go and ask them properly. That's the entire product.
Tell her about the role you can't fill.
Ten minutes of brief. She'll come back with people who already said yes — and tell you honestly if she can't find them.
You pay when you hire · candidates are always free
Questions
The obvious ones.
How is this different from a recruiter or a sourcing tool?
A sourcing tool searches text that candidates wrote to be searched. A recruiter knows a few dozen people well and messages the rest cold. Donna has had a real conversation with everyone in the pool, so she knows what they built, what they'd move for, and what they'd refuse — then she asks them privately before you ever see a name.
What does it cost?
You pay when you hire. Candidates never pay anything, which is what keeps them honest with her. Email us and we'll walk you through the numbers for your role.
Can you actually reach people who aren't looking?
That's the design. People talk to Donna to keep a live profile, not because they're job hunting. Most of the pool is not on the market on any given day, which is exactly why they're worth asking — and why they'll read her message instead of deleting it.
How many candidates will I see?
Few, on purpose. If six people genuinely fit, she asks six. If two do, you get two, and she tells you the brief is too narrow rather than padding the list. You're not being sold a pipeline.
Do you hire for senior roles or just students?
Both. Donna is built for professionals at any stage; the pool in Singapore currently skews toward students, new grads and early-career engineers, which makes it strongest for internships, first hires and early-career roles right now. Ask us about a senior brief and we'll tell you straight whether we can fill it.
What about bias and fairness?
Everyone briefed on the same role is asked the same questions and screened against the same work sample. Candidates can read and correct everything Donna holds about them, and nothing is shared with you without their explicit consent for that specific role.