Heartily connects you with early-career candidates who have spent weeks understanding what your industry actually involves — the demands, the rewards, and the Tuesday afternoons. They arrived because they were genuinely interested. Not because your listing appeared in a search.
The problem you've been pitched a hundred fixes for
The standard early-career hiring pipeline produces volume, not quality. A job board listing generates hundreds of applications from candidates who applied to dozens of similar roles. You've seen this. You've paid for this.
The root cause isn't candidate quality. It's candidate-fit information. Students applying for their first career role have almost no accurate understanding of what the work actually involves. When the reality of a Tuesday afternoon lands, many of them realize it wasn't what they wanted — and your retention number reflects it.
This is not a résumé-screening problem. No amount of interview polish reveals whether a candidate would work heartily at this specific kind of work.
What makes the pipeline different
Students on Heartily spend an average of 3.4 weeks exploring careers in your industry before ever seeing an employer listing. They return multiple times. They read honest accounts of what the work actually involves — including the hard parts. The candidates who connect with you have already been exposed to the unglamourized reality of your field and chose to keep going.
Heartily's matching is built on behavioral signals — how students engage with content, what they return to, what they explore in depth — not on résumé keywords or self-reported interest. A candidate who says they're interested in healthcare is common. A candidate whose engagement data over four weeks shows sustained, specific interest in clinical work is different. You receive the latter.
By the time a Heartily candidate enters your pipeline, they have read an honest account of what a typical Tuesday looks like in your field. They have seen salary ranges, stress levels, autonomy scores, and career branching data. They have asked themselves: would I do this heartily? — and answered yes, with enough information for the answer to mean something.
The ROI frame
Simple, honest, not inflated. Run your own numbers and bring them back to us.
The numbers above use industry-typical figures. We'd rather walk through your real attrition data than have you trust ours.
Inside the platform
Partnership structure
An annual partnership fee gives your talent team ongoing access to Heartily candidates in your sector. You see interested candidates before they apply elsewhere.
Pay per confirmed placement. No upfront commitment. For organizations that want to test pipeline quality before committing to an ongoing relationship.
Heartily does not sell candidate data. Students control their information and must opt in to employer contact. That's a structural commitment, not a setting.
Your employer profile sits inside a platform that exists to help young people make good career decisions. That signal — that you wanted people who chose your field with real understanding, not people who needed a job — is read clearly by the candidates you most want.
In an era when early-career candidates research employer values before applying, this has recruiting value beyond any individual hire. We say it plainly because it's plainly true — not as the reason to partner, but as one of the reasons it works.
Voices
"The standard question we ask in every interview is 'what do you think this job actually involves day to day?' Most candidates give us the brochure version. What I want is someone who's already wrestled with the honest answer."
"First-year attrition is the number I care about most. Everything else is a hiring process question. This is a fit question."
"We've paid for résumé volume for a decade. What we actually need is the candidate who read the unglamourized writeup and stayed."
"We test the pipeline on a single cohort. If retention moves, we expand. If it doesn't, we walk. Heartily is the first partner who didn't blink at that framing."
Tell us about your sector. We'll come back with what this looks like for you.