Two Harvard students, countless late nights at Harvard Innovation Labs, and a shared vision to revolutionize how companies find talent. This is how ReechOut was born.
Harvard Innovation Labs, 2AM. The whiteboard behind us has been erased and rewritten about 47 times. Coffee? Our fourth round. The idea? Finally starting to click.
It started with a simple question: Why does hiring still feel like it's stuck in 2005?
Hiring has changed, but the way we evaluate people hasn't. Companies are getting more applicants than ever. Resumes are polished, often AI-generated, and increasingly unreliable. Interviews are inconsistent and depend heavily on who is asking the questions. The result: more candidates, less signal, and harder hiring decisions.
We built ReechOut to fix the signal problem in hiring. Instead of relying on resumes and unstructured interviews, ReechOut evaluates how candidates actually think, communicate, and solve problems. We automate the early stages of hiring, not to replace human judgment, but to give it better inputs. So teams can focus on the right candidates, faster, with more confidence.
Quality over Quantity — Hiring should be based on real signal, not surface-level indicators. Better hiring decisions come from better inputs. Human-Centric Automation — Candidates should be evaluated consistently and fairly. Teams should spend time on meaningful conversations, not repetitive screening.
Hiring is becoming a signal problem. As AI makes it easier to generate resumes and applications, the challenge is no longer access to candidates. It is understanding who will actually perform. ReechOut is building the system that helps companies make that decision.
How we think about the next chapter of hiring.
Help companies make better hiring decisions by replacing weak signals with real evaluation.
A world where hiring is based on how people think and perform, not how they present themselves.
Clarity over complexity. Signal over noise. Speed with quality. Continuous improvement through data.
