u/EntireWatch7177

An AI-powered resume screening engine built for high volume (handles 1 to 50k resumes in minutes) with a strict Zero Data Retention architecture, meaning it permanently stores 0 candidate data.
MY favourite feature: It has a "Passport System." The moment you select a candidate, the AI auto-generates a temporary, secure web link breaking down exactly why they fit the job description in plain English. Recruiters can just copy-paste this link straight to their boss or client to justify their choice instantly.
i don't want to sell anything I am 18 and i just want some brutal feedback on my landing page and the features 😄, and if you are thinking that thsi is AI slop just check website please.
link in pinned comment.

Hi everyone,

I know the rules about self-promotion, so I want to be clear: I am not here to sell a product. I am stuck on a specific go-to-market problem and need brutal feedback on my strategy.

The Context: I built a tool to solve the "data retention" nightmare in AI resume screening. Unlike competitors, my solution processes resumes with zero data retention and includes a feature to auto-generate audit-ready justification links for hiring managers.

The Problem: I'm 18 and have been doing cold outreach to HR professionals for two weeks. The response rate is near zero. I suspect the issue is that I'm trying to sell "AI speed" to an audience that cares about "compliance and trust."

What I need help with:

1. The Pitch: How do you frame "zero data retention" to a conservative HR director without sounding like a privacy gimmick?
2. The Objection: What is the #1 reason a conservative company would reject a new AI vendor built by an 18-year-old?
3. The Strategy: If you were in my shoes, would you focus on the "Passport" feature (audit justification) or the compliance angle first?

I have a landing page and a working demo, but I'm struggling to get past the first gatekeeper. Any advice on how to pivot my messaging would be incredibly helpful.

Disclosure: I am the founder of Vetlaz.

I’ve been analyzing the current landscape of HR tech, and the standard practice of storing candidate PDFs indefinitely creates a massive compliance liability for companies hiring at scale. Most "AI screeners" are just keyword matchers that hoard data.

We recently architected a solution to process 50,000+ resumes with absolute zero data retention. The files are wiped immediately after inference.

For the engineers and security folks here, I’d love to discuss the technical challenges we faced:

1. Memory Management: How to handle large PDF batches in volatile memory without swapping to disk.
2. Latency vs. Security: The trade-offs between running heavy reasoning models and ensuring the "wipe" is instantaneous.
3. Fraud Detection: Our approach to flagging AI-generated resume stuffing without storing the source text.

Question for the community: In a zero-retention model, what are the biggest hurdles you face when integrating with existing ATS systems? Is the lack of historical data a dealbreaker for compliance teams, or is the security gain worth it?

Hey everyone,

I’ve been watching a lot of HR tech companies launch AI resume screeners lately, and they almost all have the same massive flaw: they store candidate PDFs indefinitely. For enterprise companies or startups hiring at scale, that’s a massive compliance and data breach nightmare.

I wanted to build something different, so I launched Vetlaz (vetlaz.com). It’s a trust-first screening engine built on a strict zero-data retention policy. You upload the batch, it processes, and the files are permanently wiped immediately.

To make it actually useful for high-volume hiring, I had to build a few specific features:

1. Advanced Reasoning over Keyword Matching: Standard ATS tools just search for words like "Python." Vetlaz actually reads between the lines to score true capability.
2. Resume Fraud Detection: It automatically flags inflated credentials or AI-generated resume stuffing.
3. The "Candidate Passport": Recruiters waste hours explaining to hiring managers why they picked someone. Vetlaz generates a temporary, secure link for shortlisted candidates detailing the exact AI logic so you can just text or Slack it to your boss.

and there are many more features like

• Automated Email Suite
• 24/7 VIP Priority Support
• Full CSV/Excel Export
• 24-Hour History Dashboard
• Blind Screening

I'm currently working through the classic indie-founder grind of getting my first few consistent users. I’d love for any developers or tech recruiters here to tear the landing page or product apart. What am I missing?