One agent, on both sides of the hire. A firm hands UTern one seat. UTern finds the students who fit, checks what they know, and brings five. Nobody applies. Nobody reads a pile.
The firm goes to the students who fit.
Not a job board. The firm names one seat and what it needs. UTern finds the students already here and the ones on the open web, invites them with one email, and reads each record against the seat. The firm sees five, with the evidence.
Skip the pile. Interview the five →For students: bring what you know, once.
Your school and year, a project, your GitHub, your courses. UTern verifies what it can and labels the rest claimed. Then the firm comes to you. You say yes only to the seats you want. Never your photo, school rank or graduation year.
Get found →For hiring teams: one seat, five names, day 14.
$250 to start, the rest on hire. Every record is checked before you see it and scored blind against your own rubric. Five names land in your ATS with the evidence attached. The interview is yours.
Start with one seat →For professors: post a seat by telling UTern.
A research assistant, a lab, a TA, a grant project. Free. Your students see it first. When a firm needs students from your school, UTern asks you who should be found. When a student names you, you vouch with one reply.
Post a seat as a professor →Credibility, checked three ways.
Anything a student wrote verifies nothing. A page about them by a school, employer, judge or platform verifies the matching claim. A professor or manager vouches with one reply from an institutional address. A 25-minute check proves a skill: do a real task, defend three questions about your own answer, show one thing you made.
After the hire, the work runs through UTern too.
The manager briefs UTern once. UTern turns it into steps for the intern, explains the standard, helps them adapt, and sends progress back up without anyone chasing it. Where it is going next.