Our mission

Making your career unmistakable to the people and systems that decide it.

Careersy is a career intelligence company. We build AI that reads your experience the way recruiters and hiring systems do, then tells you exactly what to change.

Our purpose

AI now makes more of the decisions about your career than any person ever has. Who gets found, who gets shortlisted, who gets scored before a human reads a word: a model reaches the verdict first, and you rarely see how. It's inside companies too, drafting the job descriptions, shaping career growth profiles, weighing in on who moves up. And it's redrawing the work itself: which skills the market pays for, which roles shrink, and what employable means next year.

Careers don't stall on ability. They stall on visibility.

Capable people get passed over and underpaid because whoever's deciding can't read what they're actually capable of. Careersy is the counterbalance, and the anchor you come back to: it shows you how you're being read and ranked, what to fix, and the blind spots you can't see from where you stand. From there you build the reputation, judgment, and AI fluency that keep you employable and in demand, whatever the market does next. At every stage: choosing a direction, building your brand, going for the next level, switching fields, winning the room, naming your price. Not only when you're job hunting.

What we value and how we act

Values only matter if they can cost you something. Here are ours.

These aren't words for a wall. They're the rules we decide by, every time: what to build, what to tell you, what to refuse.

Diagnose before we prescribe.

We won't answer in the first ten seconds, not until we know what's actually wrong: a new resume is wasted if the real problem is direction, and interview drilling is wasted if no one can find you to invite you. We name the bottleneck first, because the wrong fix applied confidently is worse than no fix at all. The day we skip the diagnosis to reach the advice faster, we've become the noise we exist to cut through.

Fight the filter, never the person.

The enemy was never you. It's the keyword screen, the rushed recruiter, the AI ranking strangers it's never met, the promotion panel that only counts what it can see. Capable people get binned for reasons that have nothing to do with the work, and most quietly decide they're the problem. They aren't. The day we make you feel like the problem, we've changed sides.

Keep the customer in the room.

You should never be decided about behind a closed door, and it would make us hypocrites to build the company that way. So the people who use Careersy are in the room when we choose what to build, what to fix, what to kill. Happy customers aren't a metric here, they're the only reason we exist, and we mean the whole base, not the loudest five. The day we ship for our own convenience and hope you won't mind, we've broken the one promise the company is built on.

Tell the recruiter's truth.

We say the quiet part out loud: what moves a decision in your favour, and what quietly works against you. Sometimes that lands badly, the achievement you're proudest of can read as nothing a recruiter can use. We'll always choose the true thing said plainly over the comfortable thing said kindly, because comfort has never once got anyone hired, promoted, or paid properly.

Make you unmistakable, not someone else.

We don't invent a new you or pack your profile with words you can't defend in the room. The work is making your real experience impossible to misread, by a person or a machine, and everything you claim you can stand behind on your worst day. If a tactic only survives as long as nobody checks, it was never yours to use.

Be specific, then hand over the next step.

Vague is the tell of someone who doesn't actually know. So we don't say strong profile, we say which line is costing you and what to put in its place. And we don't stop at the diagnosis: every answer ends with something you can do today. Advice you can't act on by this afternoon isn't advice, it's a horoscope.

Teach in the open.

The hiring system works because most people never learn its rules. We publish the mechanism anyway, including the parts that help people who'll never pay us a cent. The day we hide the truth to protect the product, we've become the gatekeeper we exist to get you around.

Hold ourselves to the same filter.

We built an AI to read capable people fairly, so the only honest question is whether our own tools are fair. We once caught our own quality grader docking the best, most detailed answers by two full points, doing to good work what a bad ATS does to good candidates. We said so in public, then rebuilt it. A company that fights filters doesn't get to hide its own.

Who's behind it

Eli Gunduz

Founder, Careersy AI

There is a room you never get into. After the interviews, a few people sit down and decide who you are. Someone reads you back in a sentence or two, and that sentence is what survives. Not the work you did. Not the hour you just spent. The version of you that fit into a debrief.

For more than thirteen years, I worked inside that room, across every major hiring environment in ANZ technology. Agency recruitment. Technology consulting at Mantel Group. Hypergrowth at Airwallex. And today big tech, as a Principal Technical Recruiter at Atlassian, partnering with engineering leaders on some of the region's most complex technical hiring. Every one taught me something different about how careers are evaluated, how hiring decisions are made, and why talented people get overlooked.

I wrote hiring briefs, screened applications, built shortlists and sat in the debriefs where the decisions were made. I've been in those conversations hundreds of times. The person being discussed was never in the room, and never heard a word of it.

What I saw was that the people who missed out rarely lacked ability. More often, the room could not see what they were capable of. Strong candidates were reduced to a paragraph that did not capture them, then walked away believing the problem was themselves.

I started building something for my coaching clients so they could see themselves through the same lens recruiters, hiring managers and, increasingly, AI systems use. People did not keep coming back because it wrote better CVs. They came back because, often for the first time, they felt accurately understood.

That build became Careersy AI.

By the numbers

Years inside ANZ tech recruitment

5,000+

Interview hours

300+

Coached through Careersy Coaching

Where Eli has recruited

Where Eli has worked and who he hired for across 13 years. Work history, not endorsement.

Internal recruitment team