for hiring teams
See how they think — before you meet them.

loocy gives candidates your business problems to solve before you ever speak to them. You get a shortlist of people whose thinking you've already seen — scored against your own standards. Built for entry to mid-level hiring in marketing, data, and strategy & ops.

see how it works

pilot · one problem · no commitment

loocy.io / dashboard
active problem
marketing
Our paid CPL has risen 40% in 6 months. Diagnose the cause and propose a fix.
posted 3 days ago · 24 responses received
top candidates
SR
Sofia R.
UCL · Marketing
91%
JM
James M.
King's · Business
78%
AL
Aisha L.
Warwick · Economics
72%
scored against your rubric 3 shortlisted
post one business problem candidates prove their thinking loocy scores against your rubric receive a scored shortlist see capability over time interview people who already impressed you post one business problem candidates prove their thinking loocy scores against your rubric receive a scored shortlist see capability over time interview people who already impressed you
why now
The training ground
is gone.

The tasks you'd have trained a junior on last year, software does now. Entry-level roles used to come with low-stakes work that taught the job — that layer is disappearing, and an application can't tell you who's ready without it. loocy exists for exactly this moment.

loocy doesn't make you a better screener. It moves the proof before the interview — by the time you meet a candidate, you've already seen how they think through your specific problem.

01
Reach capable candidates you'd never otherwise see.
Your problem goes in front of students and graduates actively building capability — emerging talent across universities, not just whoever happened to find your job ad.
02
See capability over time, not a snapshot.
The capability graph shows how each candidate's scored performance has developed across four dimensions. You're looking at trajectory and track record — something no CV or cover letter can show you.
03
Cut the time and money screening burns.
AI-written applications have made CV screening slow and unreliable. On loocy, every submission arrives already scored against your standards — the first rounds of guesswork simply don't happen.
04
Value from your first problem.
Thirty minutes to post and define your rubric. Scored insight starts arriving as soon as submissions do — no integration project, no procurement cycle, no long setup.
the numbers
The market,
in three numbers.

Not abstract statistics — three sourced numbers behind why the signal you get from applications keeps getting weaker.

0
applications received per graduate vacancy — more volume, no more signal.
0%
of employers encountered some form of cheating in applications and assessments.
0%
of employers are redesigning or reviewing recruitment because of AI-written applications.
how loocy works
Everything a CV tells you —
plus the proof.

Four steps from problem to pre-assessed shortlist. Total time from you: 30 minutes.

see the full walkthrough
01

You post a business problem

A genuine business challenge your team has actually faced. Not a textbook exercise — a messy, specific situation that requires genuine thinking. The more specific, the better the signal.

~ 15 minutes
02

You define what good looks like

A short rubric session with loocy. You tell us what impressive thinking looks like for your business — your standards, your priorities, your way of approaching problems.

~ 15 minutes
03

Candidates solve it

Students and graduates attempt your problem — and only students who have already completed scored practice on the platform reach it. Every submission comes from a candidate with a track record, not a first attempt. Scored not on whether they got the right answer — but on how they frame the problem, structure their thinking, and justify their approach.

you do nothing
04

You get a shortlist

Top performers surface to you once your submission window closes. You review people who have already proved they can think through your specific problem. Interviews become conversations, not assessments.

when the window closes

Why the rubric is everything

Every company defines "good thinking" differently. A startup wants scrappy, fast, and directional. A consultancy wants structured, rigorous, and evidence-based. loocy scores against your definition — not a generic one. A candidate who scores 91% on your rubric thinks the way your team thinks. That's who you want to interview.

Ready to post your first problem?

pilot · one problem · no commitment

who loocy is for
Built for the person
who owns the hire.

loocy is built around the person who owns the standard — the hiring manager who knows what good looks like for this role. If you have an HR or people team, they can run the process with you: invite them in, share shortlists, keep your usual workflow. The rubric just has to come from whoever will live with the hire.

Marketing Leaders
Head of Marketing, Marketing Director, Brand Manager. You need people who think strategically, communicate clearly, and understand how to move an audience. loocy surfaces candidates who've already proved they can do exactly that.
marketing strategy brand digital PR & comms
Data & Analytics Leads
Head of Data, Analytics Manager, BI Lead. You need people who can turn numbers into decisions — not just run reports. loocy finds candidates who can interpret ambiguity and communicate what the data actually means.
data analysis business intelligence insights
Operations & Strategy Leaders
COO, Head of Operations, Strategy Director, Founder. You need structured thinkers who diagnose a problem before they try to solve it. loocy proves that before you've spent a single hour in an interview room.
operations consulting strategy project mgmt

loocy works best for companies hiring entry to mid-level roles in marketing, data, and strategy. If that's your next hire, loocy is built for you. Not sure it's the right fit? Book a call — we'll be honest with you either way.

why loocy
Not a job board.
Not a CV database.

Every other platform gives you more candidates. loocy gives you better ones — people you've already seen think before you've spent an hour in an interview room.

how hiring works today
  • Post a job, receive 100+ CVs overnight
  • Spend days screening people who look the same on paper
  • Interview 15 candidates to find 1 worth hiring
  • Set a task and hope it tells you something useful
  • Make an offer based largely on gut feeling
  • Find out three months in whether you got it right
loocy
  • Post one business problem in 30 minutes
  • Candidates prove their thinking before you meet them
  • loocy scores against your rubric — not generic criteria
  • Receive a shortlist of 3 to 5 pre-assessed candidates
  • Interview people who already impressed you
  • Start with evidence, not instinct
what to expect
30 minutes to post your first problem and complete the rubric session. After that, you do nothing until your shortlist arrives — shortly after your submission window closes.
from our pilot programme
updated as we learn more · no invented numbers
the difference
Every person on your shortlist has already attempted your actual problem and been scored against your own definition of good thinking — not a generic rubric someone else wrote.
how loocy works
the core principle behind every shortlist we produce
the capability graph
A track record,
not a snapshot.

Every candidate on loocy builds a capability graph: every submission scored across four dimensions, over time. When you open a shortlist you're not reading claims — you see scored performance, how it's developed, and verified skills earned against defined standards. Full submissions stay with the student; what you receive is scored insight, not harvested work. The graph is shared on the student's terms — and it's the most honest read of a candidate available before an interview.

questions
Things hiring managers
always ask us.
Students who have already completed scored practice on loocy. Your problem is never someone's first attempt at this kind of work — you see their full track record alongside their response.
loocy is the platform — and the intelligence inside it. When we say loocy scores a submission, that's our AI scoring engine working from the rubric you defined: your standards, applied consistently to every response. The same intelligence powers the thinking partner students use while they work. You see how every score was reached, and every hiring decision stays with you.
About 30 minutes total. 15 minutes to describe your problem, 15 minutes for the rubric session with loocy. After that, you do nothing until your shortlist arrives — shortly after your submission window closes.
No — but you can, and many teams do. The rubric session needs the person who owns the standard, usually the hiring manager, because the scoring is built from their definition of good. Everything else — managing the problem, reviewing shortlists, contacting candidates — works for HR and people teams too: invite them from company settings and run it together.
loocy does — our AI scoring engine, working against the rubric you defined. It assesses how the candidate frames the problem, structures their thinking, and justifies their approach — not whether they got a "right" answer. You then review the shortlist and decide who to invite for a conversation.
Ambiguous problems with no single right answer — the kind you'd set in a final-round interview. Marketing challenges, operational diagnoses, strategy questions, data interpretation problems. The messier and more specific to your business, the better the signal you get from candidates.
The pilot is one problem, one shortlist, no commitment, no contract. Founding partners who join during the pilot will receive preferential terms when we launch commercially. We will be fully transparent before anything changes.
We currently support three career paths — Marketing & Communications, Data & Analytics, and Strategy & Operations. These cover the majority of early career hiring. If your role sits within one of these areas, loocy is a strong fit. Not sure? Book a call and we'll tell you honestly.
Primarily yes — loocy is built around early to mid-career talent. Students, recent graduates, and career changers who want to prove their thinking rather than rely on their CV. If you're hiring for a very senior specialist role, loocy may not be the right fit today — but talk to us and we'll be straight with you.
request access
Ready to get started?

loocy is invite-only during pilot. Book a call with us and if you're a good fit for the platform, we'll send you an invite to post your first problem. Free, with no commitment.

book a pilot call
Let's talk about your first problem.

Share a few details and we'll get back to you within one business day. No sales deck. No hard sell. Just a conversation about whether loocy is right for your team.

We'll respond within one business day. We won't add you to a mailing list without asking.

✓
Request received.

We'll be in touch within one business day. In the meantime, feel free to explore how it works or read more about the pilot on this page.

no commitment · no contract · built in London