The Journey

Talentmesh started around late 2021, and since then, The team have been working continuously to ensure improvement in the software.

1. CVs don’t tell the full story
A lot of recruiters we spoke to didn’t trust CVs — they were either too vague, too polished, or just didn’t say much about actual skills. It made shortlisting a guessing game. That led us to shift the focus toward structured profiles and skill-based assessments, where candidates could actually show what they could do.

2. Hiring takes too long
Especially for smaller teams, the process dragged. Too many steps, too much back-and-forth. We knew we had to streamline it — so we worked on smarter shortlisting, clearer status tracking, and automations that helped teams move faster without losing control.

3. No one knew why someone got rejected
Hiring managers felt left out of the loop — someone would be rejected, but there wasn’t always a clear reason. We made the review process more transparent, showing scoring breakdowns, reviewer comments, and side-by-side comparisons to give everyone more clarity.

4. Too many bad-fit applicants
This came up a lot. Recruiters spent way too much time digging through irrelevant applications. To cut down the noise, we added early filters, screening questions, and an AI match score — all aimed at getting better-fit candidates to the top of the list, faster.

"In what we believe is a New World of Work, where finding and retaining the best talent is becoming increasingly difficult, TalentMesh is the revolutionary recruiting tool built to democratize great hiring, so every organization has the opportunity to hire the best talent every time!"

- Mikkel Danvold, CEO, Talentmesh

Design Thinking
Design thinking thrives in agile startup environments especially in small teams collaborating directly with co-founders. Here, ideas quickly turn into prototypes, tested in real-time with users. Iterations are frequent, informed by feedback loops, allowing the team to swiftly refine and ship products that resonate with their audience.

Competitor analysis

To help people thrive in the right teams, we designed assessments that gauge personality traits and cognitive ability based on what each role actually requires. Working with certified psychometricians and industry experts, we made sure traits are job weighted, because the ideal mindset for a copywriter isn’t the same as for an accountant. It’s all about matching people to the environments where they do their best work.

Download Candidate Report
We added a report download feature so candidates can keep a copy of their results, something tangible they can reflect on or reuse in future applications.

The candidate journey is simple from start to finish easy application, clear assessments, no distractions. So candidates can focus on doing their best, not figuring out the process.

We also implemented AI-powered CV parsing to make filling out profile information much faster and more efficient.

Candidate dashboard
We also built a candidate dashboard to make it easier to track job progress and see which roles were rejected or moving forward.

Upcoming website update
We’re updating the website to better align with the overall product experience making it clearer, faster, and more consistent across touchpoints. This refresh is part of a broader effort to bring the platform and brand closer together, so the entire experience feels more cohesive and intentional.