Meet Dev. Engineer by trade, skeptic of keyword matching by temperament.
Ex-Amazon and ex-Synopsys. Spent the better part of a decade building ranking and recommendation systems at scale — then turned the same tools on the part of work that touches every human career: getting hired.
A founder who’d sat on both sides of the hiring table.
Before CurriculoATS, Dev spent years inside systems that decide what people see. Recommendation engines. Ranking pipelines. The machinery that sorts billions of inputs into the five or ten that matter. Work of that kind teaches you a quiet truth: the ranking is only as honest as the signal you feed it. Get the signal wrong and the whole thing launders bias at scale.
That lesson followed Dev into hiring. Watching teams run resumes through keyword filters that rewarded résumé-tuning over the actual work, then complain when the short list felt thin — that gap between what hiring tools measured and what hiring actually needed became impossible to ignore. Curriculo started as the answer: a system that scores candidates on what they built, not what they knew to type.
“Keyword matching rewards the people who already know how the game is rigged. Outcomes reward the people who did the work.”
The path here, briefly.
Dev’s background sits at the intersection of machine learning and shipped-in-production software. At Synopsys, the work revolved around systems that had to be precise at scale — the kind of engineering where an off-by-one failure is measured in silicon, not tickets. At Amazon, it was ranking and recommendations: billions of decisions per day, every one of them a tiny judgement about what a person probably wants next.
That combination — rigor plus relevance — is the spine of how Curriculo thinks about hiring. An Impact Score isn’t magic. It’s a ranking function built on signals a hiring manager would actually cite if they had to explain their decision out loud.
Twelve-ish years, one consistent question.
Every role on the way here shaped how Curriculo ranks: what counts as evidence, what counts as noise, and who pays when you can’t tell the difference.
Three non-negotiables for an ATS worth trusting.
Outcomes over adjectives.
Score the revenue generated, the team scaled, the system shipped. Never the adjective pile.
Flat pricing, no per-seat games.
Unlimited team members on every plan. Hiring is already stressful; billing shouldn’t be another axis of it.
Auditability by default.
Every score comes with the reasoning paragraph underneath it. Decisions a human can defend in a room.
Where the work has landed so far.
Score your next hire the way great ones already think.
Post your first job free. No credit card, no per-seat billing, no implementation project. Just a candidate inbox already ranked by Impact Score.