You’ve already met the right candidate.Ryger finds them. And shows you why.
Open a role and Ryger evaluates every candidate you’ve ever collected against it — requirement by requirement, with the evidence behind each call.
No credit card. No demo call. Free plan includes an unlimited candidate pool.
A real assessment. The résumé claimed product strategy. The evidence said the roadmap was defined by leadership — so Ryger flagged it for review instead of scoring it met.
Recruiting doesn’t fail at finding people.
It fails at remembering the ones you already found, and at proving the ones you pick are right.
The role closed. The work evaporated.
You sourced, screened, and spoke with forty people. One got hired. Next req, you open an empty search.
“Why this candidate?”
The hiring manager asks, and you’re back in the résumé hunting for the line that justified your call.
Everyone owned the roadmap.
Four résumés claim it. One of them actually did. The difference is buried three bullets deep.
Pick a candidate. See exactly how Ryger got there.
This is the match review workspace, running on real match data exported from the product. Click a requirement to open the assessment, the supporting evidence, and the gap. Click a role in the career spine to read the candidate’s verbatim résumé bullets. No black-box score anywhere.
Reviewing matches for
Product Manager · Ranger Analytics · Remote
Top Matches · Click a candidate
Michelle Blake
Product Manager at NorthPeak Analytics (B2B SaaS – Data & Reporting Platform) · Bozeman, MT
Fit Assessment
Product Manager at NorthPeak Analytics supporting a customer-facing reporting platform for enterprise clients, with analytics feature rollout tied to a 22% engagement lift. Also shows direct collaboration with engineering and design plus backlog prioritization tied to quarterly business goals.
- ✓Builder-style product manager with clear strength in analytics and reporting delivery.
- ✓Backlog prioritization, feature definition, and cross-functional execution are recurring themes.
- ✓Enterprise reporting product work is present, with customer-facing delivery in data-heavy environments.
- ⚠Roadmap ownership not confirmed.
Requirements
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5 of 6 Core · 3 of 4 Preferred
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Roadmap ownership not confirmed.
Evidence supports strong prioritization judgment, but direct roadmap ownership is not confirmed in the materials. The adjacent backlog and feedback-led work suggests good fit for prioritization-heavy product environments, though this specific ownership layer remains open.
- Supported rollout of analytics features that increased customer engagement by 22%
- Worked with leadership to prioritize backlog items aligned with quarterly business goals
- Helped define feature requirements for dashboards and reporting tools based on customer and stakeholder feedback
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Regulated industry experience not shown.
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Career Spine
Click a role to see verbatim resume bullets
| Company | Title | Dates |
|---|---|---|
| NorthPeak Analytics (B2B SaaS – Data & Reporting Platform) | Product Manager | 2021 – 2025 |
| ||
| ClearBridge Solutions (SaaS Workflow Tools) | Associate Product Manager | 2018 – 2021 |
The candidates worth a conversation are never perfect.
A single number hides the thing you actually need. Ryger evaluates each requirement on its own and tells you which are met, which need review, and which are missing — with the line from the candidate’s background that supports every call.
That’s what lets you put an adjacent candidate in front of a hiring manager and say precisely what they bring and what they don’t. If it isn’t supported, it doesn’t show.
Every role you fill makes the next one start further ahead.
Most recruiting software helps you find more candidates. Ryger helps you use the ones you’ve already found — evaluating your whole network the moment a role opens, so the search is done before you’d normally start it.
New role arrives
Senior Frontend Engineer
Stripe · Remote
Your 1,000 structured profiles
12 already waiting
Outreach begins in less time than it takes to build a search.
Warmer candidates
Already screened. Already spoken with. Not fresh leads.
Faster placements
Open a role to a shortlist, not an empty search. Reach the hiring manager sooner.
Less wasted sourcing
Stop re-finding people you already know. Spend the hours moving them.
Keep recruiting the way you already do.
Upload the résumés you already collect, in bulk. Or share your own branded recruiter page and let candidates add themselves — with the roles you’re filling and their work preferences attached.
Either way, every résumé becomes a structured profile that’s ready the next time a role opens. There’s no ongoing data entry to keep up with.
Candidates come to Ryger for something genuinely useful.
They upload a résumé, get an honest recruiter-focused review, and enter a confidential pool where recruiters filling real roles can find them. A free account also builds them a résumé for each role they apply to, from the experience they actually have.
Both sides are built on the same rule: a claim has to trace back to something the candidate actually did. That is why the people in your network arrive already structured, reachable, and honestly represented — not scraped.
- Built from real experience — no invented roles, titles, or metrics
- Confidential by default — a candidate’s résumé is never made public
- Surfaced for real, active roles only — never mass outreach
What recruiters ask first.
Every new role should start further ahead than the last.
Build a recruiter-owned network from the résumés you already collect. Open a role, and your strongest matches are already there — each with the evidence behind why they fit.
A recruiting asset you own.·Every role compounds.·Evidence behind every match.
5 minutes today could save hours on your next req.