CAREER
to apply this time
Paste the recruiting page, posting, JD or company overview, or add a text-layer Word, PDF, TXT or Markdown file. Text is extracted locally and enters this brief only after review. Images and scans must be converted to text during this pilot.
It first extracts eligibility, start timing, roles, locations, selection flow, required documents, benefits, and transfer signals. Then it separates company position, role reality, hidden risks, culture signals, profile fit, and ES/interview bridge. Source facts and hypotheses to verify are clearly separated.
It uses the experience highlights confirmed in this brief and a read-only profile for calibration, then checks them against the company's evaluation axes. Missing evidence stays explicit; it never fabricates experience.
It outputs a structured posting decoding report with reading confidence, verification checks, and draft reverse questions — ready for motivation letters, ES direction, and interview Q&A.
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Only what you confirm — company, role, hiring cycle — enters the company research report.
Sample conversationThis sample shows how Miko responds. Sign in, and Miko will ask about your situation before providing an application-target decoding report on that company.
Many job-seekers' company research stops at the vibe of the homepage — they remember the vision slogan, yet can't name the company's business domain, what this specific role really wants, or how to read eligibility, start timing, locations, selection flow, required documents, and transfer signals in the posting. That emptiness is exposed instantly by the "why us" question. A motivation letter that holds up reads the recruiting information line by line, then grounds each requirement in your own experience. What the company itself is like — how it earns, how it differs from peers, the reality of each role track — is already written up in the company deep-report library. What this tool decodes is the posting in your hands and your decision this time.
group news is not a fact about your employer.
site for history, disclosures for strategy, recruiting page for screening.
one company wants different skills per role.
rounds and tests are published.
values alignment alone will not survive probing.
ask about growth and team expectations instead.
