Apply to fewer jobs. Get further.
OptiSeek reads company job boards every morning, scores what it finds against the criteria you actually set, and writes your materials from accomplishments you've really had. It won't flatter you into applying for the wrong role.
You submit on the company's own site. Nothing is ever applied for on your behalf.
Director of Product · Northwind
DealbreakerStated maximum is $18k below your floor.
Scored anyway. A strong role that misses on one criterion is the one to negotiate on.
Ghost-job flagSalary band spans $95k, and no hiring manager or reporting line is named.
An example evaluation. Every figure here is invented.
Read straight from company job boards, every morning
Their own public APIs. Nothing scraped.
Why this is hard
The job search doesn't fail because you're not trying hard enough.
It fails because you're making decisions with almost no information, at the exact moment you can least afford to waste weeks.
You can't tell the real openings from the dead ones
Evergreen listings, banked résumés, roles filled internally a month ago. They look exactly like the ones with a hiring manager waiting, right up until the silence.
Every application looks like every other application
The generic résumé gets the generic outcome. Tailoring each one properly takes an evening you don't have, so most people send the same PDF forty times and hope.
Rejections teach you nothing
You get a template email eleven days later. Nothing tells you whether you're aiming too high, too low, or just describing yourself badly — so the next forty applications repeat the same mistake.
How it works
Four steps, and the first one is the only slow part.
Setup takes an evening because it's reading your career properly. Everything after that runs on what it learned.
- 01
Build your knowledge base
Drop in résumés, notes, a LinkedIn export, even a GitHub username. They're read together, so the same accomplishment showing up in three documents becomes one entry — and nothing lands in your profile until you approve it.
- 02
Confirm your profile
Most of it is already filled in from what you uploaded. You add the things no document can tell us: your comp floor, where you'll work, and the dealbreakers you're not moving on.
- 03
Get matched, not spammed
New postings across the boards we watch get matched to your level and function, then ranked. Most get left out. What's left comes with one line on why it's there.
- 04
Evaluate, tailor, apply, track
Score a posting properly, generate a résumé and cover letter from your real accomplishments, apply on the company's site, then log it — and let what comes back sharpen the next one.
What you get
Everything between deciding to leave and signing the offer.
Evaluation
A score you can argue with, not a thumbs up.
Dealbreakers are checked first, then five weighted dimensions — role match at 40%, team and growth at 25%, company at 20%, comp at 10%, stack at 5%. Every number comes with its reasoning. A posting that misses your comp floor still gets scored, because a 9-out-of-10 role paying under your floor is the one worth negotiating on, and hiding that behind a red X just looks like a rejection.
- Ghost-job flags — vague bands, no named manager, evergreen language — reported separately so they never quietly move the score
- Unstated compensation scores a 6 and says so, rather than pretending an absent range is evidence
- Gaps you genuinely have, kept separate from things you've done but never written down
Senior Brand Manager · Vantail
Posted 14 March · reposted 3 times
- Salary band spans $95k — wide enough to describe two different jobs
- No hiring manager, team or reporting line named anywhere
- Requirements are boilerplate; nothing describes this quarter's work
- Reposted three times since March with no closing date
Reported separately. Flags never move the fit score up or down.
7.4Discovery
A short list, because most of it isn't for you.
Every night, new postings from the boards we watch are matched on classified function and seniority rather than title text — so a role called Head of Growth still reaches you when you're targeting VP Marketing. Then they're ranked, and the ones that don't hold up are dropped without comment.
- US roles, location and remote scope read from the posting itself
- Manager and Senior Manager roles deliberately excluded when you're targeting director and above
- Roles that get delisted stay visible for five days, so a job you were about to apply to doesn't just vanish
Checked this morning · 412 new postings read
3 worth your timeVP, Product
·Halden Health
At levelRemote · US · $260–310k
Owns the product org end to end, which is the scope you already carry.
Head of Marketing
·Corvus
At levelNew York · Hybrid · $240–275k
Team of 18 across brand, growth and lifecycle; closest match to your last two roles.
Senior Director, Operations
·Pinegrove
Above levelRemote · US · band not stated
A step up in scope, and the launch work lines up with your Greenlight years.
409 others were read and left out. A feed where everything reads promising is one nobody trusts twice.
Materials
Written from what you did, and nothing else.
Résumés and cover letters, tailored to one posting and drawn only from accomplishments you've saved and approved. It cannot invent a metric, an employer or a date, because it is never given one. Drafts go through a second pass against a written voice standard before you see them, and every edit you make survives — regenerating creates a new version rather than overwriting your work.
- Export to PDF at one, two or three pages
- Tell it once that a claim overstates your team size and no future draft repeats it
- When a posting wants something you've done but never recorded, you get the exact question that would produce the missing bullet
From your saved accomplishments
Rebuilt the marketing attribution model at Greenlight; cut reported CAC variance from ±34% to ±6% over two quarters.
On the resume for this posting
Rebuilt attribution for a $40M paid budget, cutting CAC variance from ±34% to ±6% and giving finance a number they could plan against.
Evidence gap
They want hiring experience. You almost certainly have it — nothing saved says so, so it can't go on the page.
How many marketers did you hire at Greenlight, over what period, and what was retention?
Tracking
Find out whether any of it is working.
Log what you sent and what came back. Days to first screen, rejections by round, follow-ups falling due, and the gap that keeps getting named in your debriefs — which then gets weighed into how the next postings are scored.
- Follow-up dates set automatically, seven business days out
- Rejection debriefs turn into lessons that feed forward into evaluation and prep
- Offers evaluated against your floor, with talking points and a drafted counter
Rejections by round
Most-diagnosed gap
Depth on go-to-market launches — named in four of seven debriefs. Weighed into how the next postings are scored.
Interview prep with citations
Company research with the source URLs attached, so you can check anything before you repeat it in a room. Then likely questions and STAR answers built from your actual accomplishments.
Warm intros you already have
Upload your own LinkedIn connections export and see who you know at the companies you're targeting. Your data, given deliberately — never scraped from the site.
Corrections that stick
Say once that something is wrong or that you'd rather not lead with it, and it holds across everything generated afterwards. You shouldn't have to fix the same sentence twice.
Constraints, on purpose
Four things it won't do.
Every one of these costs us something. They're here because a job-search tool that quietly exaggerates on your behalf is worse than no tool at all — you find out in the room.
It won't apply for you
Bulk auto-applied applications mostly don't get read, and the accounts that send them get filtered. You submit on the company's site — that's the part that works.
It won't invent an achievement
Generation only sees the accomplishments you've saved. If you never recorded it, it can't appear, however true it is. You get told what's missing instead.
It won't scrape anything
Postings come from public ATS APIs meant for exactly this. Your connections come from your own LinkedIn export. The one part that reads ordinary web pages honours robots.txt.
It won't write to your profile behind your back
Everything extracted from your documents arrives as a proposal you review. Nothing enters your knowledge base until you say so.
Pricing
Plans from $10 a month.
Every invited account starts free with 3 posting evaluations and 2 documents — enough to find out whether this is any use to you. After that you pick a plan, and the only thing that changes between them is volume.
On every plan
- Every feature on this page — nothing held back for a bigger plan
- Unlimited applications tracked, and unlimited document versions
- Cancel whenever; you keep the period you paid for
- Delete your account and everything in it whenever you like
Still invite-only. Each account runs real work against a paid model, so we let people in at a rate we can support rather than opening the doors and rationing quality afterwards.
Questions
The things people ask first.
What does it cost?
Plans run from $10 to $45 a month, and every invited account starts free with three posting evaluations and two documents — enough to decide whether it's any use to you before paying for it. Every plan does the same things; the price buys volume, not features. Cancel whenever and you keep the period you already paid for.
Do you apply to jobs for me?
No, and we don't intend to. Manually submitted applications get read; bulk auto-applied ones mostly don't, and the accounts that send them get filtered. You submit on the company's own site. OptiSeek does the part before that — deciding what's worth applying to and getting your materials right — and then tracks what happened next.
Where do the jobs come from?
Directly from companies' own applicant tracking systems — Greenhouse, Lever and Ashby all publish documented public board APIs meant for listing their openings. We read those daily. Nothing is scraped, and the list of companies we watch grows on its own from public sources.
Do you scrape LinkedIn?
No. If you want warm-intro suggestions, you export your own connections from LinkedIn — it's a setting in your account — and upload the file. That's your data, given deliberately. Scraping the site would violate its terms and put your account at risk to save you one upload.
What happens to my resume and documents?
They're read once to pull out your accomplishments, work history, skills and education, and then stored against your account so they don't have to be read again. Extraction produces proposals you review — nothing goes into your profile until you approve it. Content is processed by Anthropic's Claude API and is not used to train models.
Will it make things up about me?
It can't invent an accomplishment, because generation only draws on the ones you've saved and approved. That's a real constraint with a real cost: if you did something and never recorded it, it can't go on the page. So when a posting wants experience you probably have but haven't written down, you get told, along with the specific question that would produce the missing bullet.
Can I delete my data?
Email hello@optiseek.ai and we'll delete the account and everything attached to it — documents, accomplishments, applications, generated materials. No retention window, no export fee.
Why do I need an invite?
Every account runs real work against a paid model from the first click, including the free allowance, so we let people in at a rate we can actually support rather than opening the doors and rationing quality afterwards. Join the list and we'll send you a code.
Get an invite code.
Tell us where to send it. We're letting people in in small batches, so it may be a few days — you'll get a code and nothing else.
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