Hiring · Trust · Privacy-first

The professional trust layer for hiring.

Recruiters get reviewed. Candidates don't. That asymmetry costs Indian companies ₹5,000 cr/yr in failed hires and no-shows. GHOSTDOOR fixes it — without becoming a blacklist, a public rating, or a defamation machine.

Start free as a recruiter Read our principles

DPDP 2023 compliant · No public ratings · Every signal expires · Appeal in 7 days.

live demo · candidate

82CRI

Candidate Reliability Index

Offer accepted → joined on time+8decays Dec 2027

Interview attended on time × 4+4decays Jun 2027

Late offer-reply, 1 instance−2decays Mar 2027

25 seconds · how it works

Watch GHOSTDOOR in motion.

From a shared pipeline to expiring trust signals to a score-only Career Passport — the whole loop in under half a minute. Sound on for the full effect.

Cross-side network effects

Why GHOSTDOOR gets stronger as it grows.

This isn't a social network where value comes from signups. Value here comes from verified hiring events — and every one of them makes the next hire safer for both sides.

More candidates → better ERI coverage

Each candidate who confirms a real pipeline step adds evidence about how an employer actually behaves. Enough of them and ghosting becomes measurable, not anecdotal.

More employers → portable CRI

A candidate's reliability stops being trapped inside one ATS. The more employers on the network, the more places a good track record actually counts.

More transactions → smarter fairness layer

The AI fraud and fairness agents learn from verified counterparty pairs, so retaliation, revenge signals and skew get caught earlier at higher volume.

The loop

1. A recruiter runs one pipeline on GHOSTDOOR and invites their candidate.
2. Both sides confirm each transition — one verified event exists that neither could fake.
3. The candidate now has a portable CRI and shares it with the next employer.
4. That employer joins to read it, brings their own candidates, and the loop restarts.

One large employer, or one in-demand candidate, immediately creates value for every counterparty they touch — which is why access opens in matched cohorts.

What GHOSTDOOR refuses to be

Five things we will never build.

No public ratings

No Glassdoor-for-candidates. Ever.

No anonymous accusations

Every signal has a verified counterparty.

No permanent damage

Every signal expires. Default 18 months.

No blacklists

No exports. No 'do-not-hire' lists.

No free-text reviews

Only structured, evented behavior.

Verified interactions only

Signals only attach to a real offer or interview both sides confirmed. No anonymous claims, no he-said-she-said.

Time-decayed scores

Reliability indices linearly fade to zero by the expiry date. A 2023 incident never haunts a 2026 hire.

Appeal, every time

Every negative signal triggers in-app notice + 7-day reply window before it becomes visible to anyone.

Radical explainability

Score = sum of signals × weights × decay. We show every contributing event. No hidden math.

Subject-controlled visibility

Only you and people you've already transacted with see your score. Portable trust tokens, OAuth-style.

Mutual accountability

Candidates see employer ERI. Employers see candidate CRI. Both sides accountable, both sides protected.

Mission

Fair. Privacy-safe. Abuse-resistant.

Built India-first under DPDP 2023. Every architectural decision — from signal expiry to the appeal SLA to the refusal to ever export negative data — is in service of one principle: trust without punishment.

18mo

default signal life

appeal window

public ratings

100%

explainable