01
DISC behavioral profile
Dominance, Influence, Steadiness, Conscientious. How they work before the first call.
Volver a jxbs.ai
Companies
Find the perfect candidate in less than 2 days
Describe your opening. We bring you pre-screened candidates with DISC, AI interview and practical case — in 48 hours.
519
active companies
growing pool
48 h
avg. time-to-hire
opening → shortlist
97%
match accuracy
max AI ranking
95%
automatic screening
you see the top 5%
ProdubancoBanco AustroCorp. GPFGrupo KFCTelconetNEXAProdubancoBanco AustroCorp. GPFGrupo KFCTelconetNEXA
Companies hiring with JXBS
What's inside a Super Profile
The CV of the future is not a PDF
Every candidate arrives with 7 layers of verified signal. You do not ask for one — you receive all.
02
AI video interview
Clarity, structure, confidence. Automatic scored feedback.
03
Solved case study
Real sector exercise for the role. Not an abstract test — judgment demonstrated.
04
ATS-optimized structured CV
Experience translated to professional, verifiable language.
05
Blockchain micro-credentials
Courses and skills institutionally validated, verifiable.
06
Growth Path
Ongoing skill development history, active plan with partner edtechs.
07
AI match score
Compatibility on skills + experience + DISC. 98% precision.
Todas estas capas ya están evaluadas antes de que abras la vacante.
The process, compressed
From 22 days to 48 hours
The traditional process takes 22 days. In JXBS that work already happened — before you posted the vacancy.
Traditional process
22 days
- 1CV received and filtered
- 2Phone screen
- 3In-person interview
- 4Psychometric tests
- 5Case study
- 6Background check
- 7Committee decision
JXBS process
48 hours
- 1Search in natural language
- 2AI matching on already-evaluated Super Profiles
- 3Hire
“You did not accelerate the process. You did it before you needed it.”
How it works
Pre-screened candidates in 3 steps
No consultants. No months of onboarding. No discovery calls. Describe the role and the infrastructure does the rest.
Step 01
Describe your opening in natural language
"Senior accountant with IFRS, Guayaquil." AI builds the Job Description with technical skills, soft skills and real requirements in seconds.
Step 02
We launch your automated campaign
AI generates social content, runs Meta and TikTok ads, and reaches out on WhatsApp to candidates who fit. You stay focused on your work.
Step 03
You receive pre-screened candidates
Each one arrives with DISC profile, AI interview video and solved practical case. Top 5% in your dashboard, ready to review.
Liveapi.jxbs.ai/v1/public/live-ticker
El ecosistema operando en vivo.
No es demo. Es tu pool trabajando ahora mismo. HIRE, MATCH, PROFILE, GROWTH — cada evento que verás es data real del ecosistema. Tus próximas contrataciones van a aparecer acá primero.
14
eventos/hora promedio
24/7
ecosistema siempre activo
jxbs:~ live-feed
TIMEUNIV.EMPRESAEVENTΔ
14:06:05TES—GROWTH+12
14:17:37PUCE—GROWTH+5
14:38:29UCUENCAGrupo KFCHIRE✓
14:21:29PUCENEXA SoftwMATCH87%
14:35:40ESPOLBanco AustroHIRE✓
14:14:08ESPOL—PROFILE+1
14:26:37UASBProdubancoHIRE✓
14:49:23ESPOLNEXA SoftwMATCH97%
14:54:01UASB—GROWTH+22
14:39:11UASB—PROFILE+2
connectedapi.jxbs.ai/v1/public/live-ticker
Extra
Formación bajo demanda.
Candidatos que llegan listos.
Lo que todos hacen: te envían CVs y te dejan el resto. Lo que JXBS hace: si no hay suficientes candidatos listos para tu rol, activamos formación específica en el ecosistema. Llegan con el skill, no con la promesa.
Escalable con universidades aliadas y edtechs del ecosistema. Detalles del modelo en la demo.
De la vacante al candidato listo
Si el rol pide un skill específico y no hay suficientes candidatos listos, JXBS activa un programa de formación corto para cerrar el gap antes de colocar.
Tu nuevo hire llega listo
No gastás 3 meses ramping up. El candidato ya practicó el caso real de tu sector. Llega al primer día con criterio.
Pipeline recurrente
Para roles de demanda alta y oferta baja, el programa corre en ciclos. Cuando necesitás 5 senior backend o 20 contadores NIIF, hay pool formándose.
The difference
The difference between a test and a ready candidate.
Assessing is 10% of hiring. JXBS covers the other 90%.
| Capability | JXBS | Others (assessment) | Others (traditional job board) |
|---|---|---|---|
| Behavioral DISC | |||
| Psychometric test | |||
| AI video interview | partial | ||
| Solved case study (real exercise, not a test) | |||
| AI match score (skills + DISC + experience) | 97% | partial | |
| Pool of pre-assessed candidates | partial | ||
| Automated campaign (Meta + TikTok) | |||
| WhatsApp outreach to matching candidates | |||
| Growth Path — close gaps before placement | |||
| On-demand training for the role | |||
| Blockchain-verifiable microcredentials | |||
| Connected ecosystem university ↔ company |
Psychometric tests have been a commodity for 20 years. The hiring ecosystem around them has not.
Frequently asked questions
Questions every HR director asks in the first call
I already use a psychometric tool. What's different?
JXBS does not compete with your psychometric tool — it integrates with it. What it adds: natural-language vacancy creation, automated campaigns, a pre-evaluated pool, real practical cases, Growth Path to close gaps, and accreditor-ready dashboards. You're not replacing one tool — you're replacing five.
How fast do I start seeing candidates?
First search: 60 seconds. First real shortlist: 48 hours typical. For high-demand roles, we trigger on-demand training across the ecosystem to generate an additional pool.
What if you can't find candidates for my role?
Two scenarios. If the role is low-demand and highly specific, we activate a targeted campaign (Meta + TikTok + WhatsApp outreach). If the structural pool does not exist, we activate on-demand training in the university ecosystem — we generate candidates ready for that role in short cycles.
How much does it cost?
It scales with your opening volume and company size. In a 30-minute demo we send you a proposal. Our logic is simple: if it saves you one bad hire per year, the ROI is already there.
Where do candidates come from? Are they only students?
Mixed pool. Students and alumni from 23 LATAM partner universities, professionals with full Super Profile from prior cycles, and active candidates coming in via campaign. All with the same evaluation (DISC + AI interview + practical case).
Can I use this to hire remote technical talent from LATAM for US?
Yes. The nearshoring model is part of the active pipeline. We'll share salary benchmarks, expectations and time-to-hire in the demo.
Start today
Your next hire doesn't need to wait three weeks
30 minutes with the sales team. We walk you through the product with a real case in your sector and a concrete proposal. No discovery calls upfront.