Scenarios
Five end-to-end walkthroughs: getting hired, earning the badge, hiring a candidate, running a project, and searching the talent pool.
FindMe Platform Architecture
Engineered and powered by RusByte. Explore real-time applicant pipelines, proximity calculation algorithms, and verified blue checkmark requirements. Need developer details? Check our Job Seeker Guide or Terms of Service.
A seeker lands a job#
They register as a seeker, verify their email, and complete the profile builder.
In Discover they set a radius around where they live and find a live opening two kilometres away at a verified company. They apply; the application records a match score and an estimated commute, and appears under Applications as applied.
The company moves them to screening and messages them. The conversation is live, and the unread badge in the navigation updates as it happens.
An interview is proposed with several slots. They pick one from Interviews, then join the room at the appointed time.
The interviewer completes a structured scorecard afterwards. The application moves to offer, then hired, and the engagement appears under Work.
A seeker earns the blue badge#
They open Verification. The panel says "Complete your profile first" — there is no profile photo yet.
They add a photo and a headline in Profile. The verification panel updates on its own, without a refresh, and the button now reads "Verify Identity".
They enter their legal name and ID type, upload ID front, ID back, and a selfie, and pay the fee. Returning from checkout, the panel already shows "Documents Under Review" with a receipt and a progress tracker.
Two days later a reviewer rejects it: the selfie does not show the ID clearly. The panel names that reason and offers "Fix and resubmit", which opens the wizard at the selfie step with that upload flagged.
They re-upload. Resubmission is free. The next review approves — badge, and 100 credits.
A company hires#
They register, verify their email, complete company onboarding, and get verified as an employer.
They post a job. If the plan's live job slots are already spent, the post is refused with the limit named, and the plan page is one click away.
Candidates apply, and Best-Fit ranks them against the job's requirements. The recruiter works the pipeline board, moving promising candidates to screening and messaging them from a saved template.
On a plan with Interview Intelligence, the interviewer opens a generated question set, runs the interview in the room, and edits the drafted evaluation into a scorecard.
Offer, then hired.
An individual hirer runs a project#
They register as an individual hirer — no organization, no seats.
They post a project with a scope, a budget range, a duration in weeks, and a headcount.
They review candidates and interview them with the same tools a company uses, and never see a team inbox or a seat upsell, because those are company capabilities their catalogue does not carry.
An employer searches the talent pool#
They search for a skill from the global search bar.
On a plan without talent pool access, seeker results are not returned at all. The gate is on the server — it is not a blurred card teasing data that was already sent to the browser.
With the entitlement, matching seekers who opted into talent pool discovery are returned, and opening one shows the full profile.