FOR EMPLOYERS
QuietMoves is being built for employers hiring across defence, cyber security, secure technology and deep tech.
Understand specialist experience and connect directly with people who choose to engage. Built to support experienced TA teams and straightforward enough for busy founders.
In development. Registration is not open yet.
Set out the work, relevant skills, location, working pattern and salary information.
The planned vacancy route helps relevant candidates assess the opportunity and decide whether to apply. Explain which requirements are essential and where adjacent experience could work.
Find potentially relevant experience in structured, initially redacted profiles. Explain the opportunity and request a conversation.
The candidate decides whether to accept and share further information. Optional assistance can help shape a brief or explore a difficult search.
PLAN THE HIRE
We want to help your team investigate pay, location, working arrangements and the availability of relevant experience before committing to a vacancy.
That includes considering where someone from an adjacent field could do the work, and what development they might need.
Sources, dates and coverage should be visible, so your team can judge how useful the information is to the decision in front of you.
WHERE QUIETMOVES CAN HELP
Different teams need different levels of detail. These are the needs we’re building around.
Better specialist information to advise hiring managers, test requirements and shape realistic briefs. Advertise opportunities or investigate relevant profiles, with your team owning the hiring process.
Understand an unfamiliar hiring market, what a role needs and which trade-offs are worth considering. Get help turning a business need into a useful hiring brief.
A practical route into specialist hiring when recruitment is one responsibility among several. Focus on relevant experience, clear working arrangements and conversations candidates choose to have.
Greater detail around particular skill requirements, locations and sustained hiring needs. Investigate adjacent experience and development options alongside immediate vacancies.
Longer-term development
As evidence develops, aggregated market information could help assess hiring constraints across portfolio companies and test the talent assumptions behind growth plans.
This is a longer-term direction, dependent on sufficient coverage and appropriate data controls. It is not a service available today.
Longer-term development
As coverage grows, aggregated evidence could help explain specialist skills demand, regional patterns and development needs.
Useful findings need clear sources, definitions and gaps. This is part of the longer-term direction, not a current intelligence service.
EVIDENCE & ASSESSMENT
Any future verification should identify what was checked, the evidence used, its scope and its date. Identity, employment history, qualifications and clearance information require different treatment.
Candidate-reported information must be distinguishable from independently checked evidence. A general verification badge cannot establish suitability for every role.
We have not established a clearance-checking service. Any future checks would need authorised routes; a recorded clearance status would not guarantee transfer or eligibility for a particular role.
Optional AI-assisted interview prompts are planned to help prepare role-relevant discussions. Judgement and accountability remain with the people hiring.
DIRECT HIRING
The proposed model is direct hiring by identifiable employers. Agency access and bulk CV distribution are outside that model.
Joining early access will register your interest in the service. It will not grant access to candidate profiles.
See the early-access statusUK FIRST
We’re developing QuietMoves around real candidate and employer needs. The first registration will collect early interest; profiles and introductions will follow.
See the early-access status