Asovix for organisations

Your candidates are good enough. Employers can't tell yet.

Asovix helps organisations position candidates for the jobs they are actually trying to get — at scale. You give us a cohort. We work out what each person wants, what they can prove and what employers are hiring for, then rebuild their positioning and report on what happens next.

Run a candidate pilot →Talk to Samuel
Built on 26 customer discovery interviews · Cork, Ireland
The method

Positioning is not a rewrite. It's an equation.

Every candidate we work with is resolved against the same three inputs.

What the candidate wants
×
What the candidate can prove
×
What employers are buying
=
Positioning
Who this is for

Four kinds of organisation. One shared problem.

You are already doing the hard part. The candidate still has to be legible to an employer.

Recruitment agencies
Turn more of the candidates you already have into interview-ready candidates.
Universities & employability teams
Personalised career support for more students, without a proportional increase in staff workload.
Training providers & bootcamps
You teach the skill. We help turn that skill into employment.
Career & opportunity platforms
You provide the opportunity. We help prepare the candidate.
How it works

You give us candidates. We give you readiness — and the numbers.

Seven steps, run per candidate, reported per cohort.

1
You provide the cohort
A group of candidates — typically 10 to 20 to begin with.
2
We collect the evidence
Structured questioning that surfaces what each person has actually done.
3
Candidate diagnosis
What they want, what they can prove, and where the gap between those sits.
4
Employer-demand validation
What employers in their target market are actually hiring for right now.
5
Positioning & asset optimisation
CV, LinkedIn and supporting material rebuilt around that evidence.
6
Application & interview preparation
How to target applications, and how to hold the evidence up in the room.
7
Outcome tracking
What happened next, reported back to you.
The evidence

The method came from the people who do the hiring.

Before building anything, we interviewed the people who shortlist, interview and hire — at organisations including Morgan McKinley, CPL Healthcare, Ryanair Labs and Osborne Recruitment.

26customer discovery interviews
11hiring leaders interviewed
30+candidates worked with one-to-one
Samuel Adu, founder of Asovix, with the Asovix site open on his laptop and printed client result cards in front of him

See individual candidate outcomes →

Start here

Run a candidate pilot.

The simplest way to find out whether this works for your candidates is to run it on a small group.

Asovix Candidate Optimisation Pilot

Typically 10–20 candidates
  • Candidate diagnosis for every person in the cohort
  • Employer-demand analysis for their target market
  • Positioning and career asset optimisation
  • Application and interview preparation
  • Per-candidate recommendations
  • Outcome reporting
Run a candidate pilot →Email instead

Scope and pricing are agreed after a short conversation — they depend on cohort size, the roles you are targeting and how much outcome reporting you need.