Talent & Hiring
There are two ways a startup gets hiring wrong, and founders manage to do both at once. The first is hiring against noise — the third engineer gets approved because engineering asked three times, while the unfilled role that is genuinely blocking the roadmap was never named by anyone. The second is losing the people you did find, because a strong candidate sat five days between the screen and the next step and took the other offer.
Skynet works on both ends. It compares what you have committed to build against the skills actually on the team and tells you where the shortfall is. Then it keeps candidates moving, because the pipeline problem is almost never sourcing — it is latency.
How it works
Map the plan to the team
Skynet holds your roadmap and your current team in the same memory. The gap between what you have promised and who can build it is the hiring plan, and it falls out of that comparison rather than out of an argument.
Rank by what is blocked
Roles get ordered by what is actually stuck without them, not by who lobbied hardest. You get the reasoning and can overrule any of it — but you are arguing with evidence.
Keep the pipeline warm
Connected to your ATS, an agent watches for stalls. A candidate waiting on feedback for four days gets flagged, with the nudge to the interviewer already drafted.
Watch the retention side
Backfilling a role you could have kept is the most expensive hire there is. Skynet flags where load has concentrated on one person or a team has lost its slack, so you can act before it becomes a search.
Build it from a prompt
Give it the plan and let it do the comparison you keep postponing.
Hiring becomes a decision you make from the roadmap rather than from the last meeting. Candidates stop dying in the gaps between stages, and the retention risks that would have turned into searches show up while a conversation is still enough.