Open source
first. Self-
recruiting.
Every recruitment tool worth building, open-sourced — for charities, social enterprises, NFPs, and the small founder-led or mission-driven businesses that cannot afford to hire badly.
Discipline
Open-source recruitment
tools and process
Stance
The market gets better.
Fiduci gets the upstream.
Test
The same tools we ship
are the tools we use.
Most charities, social enterprises, and small founder-led businesses lose between three and six months of runway on every poor hire. The boutique recruitment fees that came in to fix that have themselves become the problem.
Recruitment, the division, exists because the standard market answer for organisations that cannot afford to hire badly is to charge them twenty-five per cent of the first year's salary for the privilege of trying — and because the tools that small organisations need to run their own searches well are locked behind enterprise SaaS contracts they cannot afford.
We rebuilt the toolset. Open source first. The same tools we ship are the tools we use to recruit for Fiduci itself. If we hire well, the tools work. If they don't, we feel it first.
The market gets better.
Fiduci gets the upstream.
Selection is the part of organisational life with the largest leverage and the smallest amount of professional discipline. Most hiring decisions are made in the first sixty seconds and rationalised over the following six weeks. The tools that exist to fix this are mostly enterprise products priced for organisations the social sector — and most small founder-led, mission-driven businesses — are not.
Open source is the structural answer. ATS, CV parsing, scoring rubrics, interview scorecards, comparison matrices, bias auditing — all released under permissive licence, all built on the Fiduci substrate, all freely usable by any small organisation that wants to run a serious search.
The discipline of dogfooding makes the tools honest. The same software we ship is the software we use to recruit for Fiduci itself — including for senior roles where a poor hire would cost us a quarter of our annual operating budget. If a tool works for our own searches, it works. If it doesn't, we don't ship it.
Built on substrate: candidate matching as graph traversal, interview decisions as reasoning chains, bias auditing through cost-based audit. Most of the methodology is documented publicly in Press.
Plate I —
Orbital pattern
The rhythm of a serious search. Brief at the centre, candidates orbiting at decreasing radius as the work narrows. Roughly twelve weeks from instruction to offer.
The toolset,
released.
Every recruitment tool the practice uses for itself, released under permissive licence. Free to fork, free to use, free to deploy — by charities, social enterprises, NFPs, and the small founder-led or mission-driven businesses that need them.
One. The ATS. A small, opinionated applicant tracking system built on the Fiduci substrate. Stage-based, role-based, with a written audit log of every decision attached to every candidate.
Two. CV parsing and scoring. A library that turns a CV into structured fields and runs it against a configurable scoring rubric. Transparent. The rubric is the scoring; there is no black-box model deciding who advances.
Three. Interview scorecards. Calibrated rubrics by role, with the prompt set, the rating scale, and the rationale fields all written down before the interviews begin.
Four. Comparison matrices. Final-round candidate comparison without the cognitive trap of sequential interviewing. Side-by-side, with the rubric scores, the references, and the open questions.
Five. Bias auditing. Post-hoc audit of every search using cost-based methodology. Where did the funnel narrow? Was the narrowing on the rubric or off it? The audit is published with the placement.
Six. Reference triangulation kit. Off-list reference workflow with the questions, the consent forms, and the synthesis template.
- Open-source ATS
- CV parsing & scoring
- Interview scorecards
- Comparison matrices
- Bias auditing
- Reference triangulation
- Sector mapping
- Onboarding architecture
The cadence
of a search.
Twelve weeks, three phases. Each phase ends with a written deliverable signed off by the client before the next begins.
The role, before the candidates.
Two interviews, a written role architecture, and an agreed success rubric. We do not look at people until we know the shape of the seat.
Longlist, approach, shortlist.
Sector mapping, active outreach, structured screening — all run on our open-source toolset. The shortlist arrives at the end of week eight with a one-pager on every finalist.
Interviews, references, offer.
Calibrated interview rounds, off-list reference triangulation, written offer, ninety-day onboarding plan. The bias audit ships with the placement.
Get notified when the toolkit drops.
Every recruitment tool worth building, open-sourced, on Fiduci substrate. Beta first, public release rolling.
Fiduci Group
for soft things.
Studio
Sydney
New South Wales
Australia