Mekong Capital
300 CVs before lunch. And a second opinion your panel can't give you.
The Fit Engine scores every candidate the same way every time, against the company's own culture and strategy. The panel still decides. Now it decides with receipts.
What it is
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It learns the company first.
Values, strategy, the competency bar. Every score is anchored to what the company actually says it wants, not a generic rubric.
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Then it casts a wide net.
300 CVs in minutes, every one scored against the role and the culture, ranked with the evidence attached.
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Then it reads deep.
Feed it an interview transcript and it returns an evidence-quoted report: culture fit, competency, future fit, integrity flags, and a draft 60-day probation plan.
Who it fits
Built for growth-stage companies past 200 heads, where hiring outruns the People bench. For a portfolio the math gets better: every investee hires with C-suite-grade rigor against its own culture, without each one building a People function. Your own careers page says it best: 'We always recruit the C-suite positions who can partner with us in realizing our investee companies' vision.' This is that discipline, systematized for every seat below the C-suite too.
Where it stands
Built and working, not a slide deck. Real candidates have already been through it, and the Head of People who ran the first ones is the person who sent you this.
See it work
Everything below is the actual product, pre-loaded with three roles from Mekong Capital's own careers board and fictional candidates. Click anything. Every ranking, report, and compare view is real engine output, frozen for this showcase.
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Deputy General Manager, Maison Marou C-suite adjacent
20 CVs screened. Isabelle Fontaine topped the pile at 80% and confirmed it in the room: 89%, advance, with her self-reported numbers flagged for reference checks. Do Minh Khoa out-interviewed his own CV and advanced at 73%. Marcus Webb's five-star hotel CV stalled at hold, with a four-roles-in-seven-years pattern flagged to probe. The gap between a great CV and a great hire is the whole point. Follow the trail.
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E&S Senior Manager / Director, Mekong Capital Director
20 CVs screened, a keyword-dense field. Tran Bao Chau ran away with it: 96% on the screen, then 91% and advance in the deep read. Brendan Cole's CV carried every framework keyword and screened mid-pack; the transcript sank him to pass, because he had never made the stop call himself. Sander Vermeulen screened fifth and advanced at 72%. The deep reads separate framework fluency from field instinct.
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Internal Communication Intern, Mekong Capital Entry level
Same engine, entry-level stakes. Vu Ha My topped the screen at 96% and the deep read confirmed it: 90%, advance. Hoang Yen Nhi's paper credentials led the pool; the transcript sank her to pass, with the commitment wobble named. Nguyen Duc Anh out-interviewed his CV into a structured hold. Paper tells you who to talk to. Transcripts tell you who to hire.
Or wander on your own: every screen run, report, and compare view is open.
See it on a JD you actually own
30 minutes. We run it on a JD from any portfolio company, in the meeting. Not a canned demo.
joe@dreamscope.win