The Name
Renari
Ren
Group, Tribe
People bound together by a shared purpose
Ari
Eagle
Seeing clearly, rising above the noise to spot what's true
What this means in practice
We work as part of your hiring team, and judge everyone you send us on what they can do, not their job title.
Renari isn't just a name we picked because it sounded good.
It's who we are and what we do.
About Renari
Hiring, done the way it should have been all along.
Renari runs structured, human led interviews on behalf of tech and manufacturing firms, and gives every candidate something back.
The reason we started
Why Renari exists
Renari exists to close two gaps at once. For businesses, it means spotting genuine capability in tech and cyber hiring. Evidenced, not assumed.
For candidates, it means walking away from an interview with something most job seekers rarely get: honest, structured feedback on where they're strong and what to work on next, whatever the outcome.
We don't source or filter candidates ourselves. The shortlist is always the client's own. What we control is how fairly that shortlist gets assessed, regardless of job title or background.
That matters most for reskillers and career changers, who a CV sift alone tends to filter out before anyone has properly looked at what they can do.
Where we're going
Our Vision
We believe hiring should leave people better off, not just employers better staffed.
A fair, evidence-based interview and real feedback shouldn't be the exception, especially for the reskillers and career changers who most need a genuine chance to show what they can do.
Our values
What we stand for
Human-led
A person asks the questions, a person weighs the answers, and a person writes down what they saw. AI takes our notes and a person checks every summary, but no score is ever automated.
Respect
Everybody's time counts. Your report in 24 hours, written feedback to every candidate in the same 24 hours whatever the outcome. Nobody left in silence.
Evidence-led
Every core skill gets a score, and every score is backed by written evidence of what the candidate said or did. You compare evidence, not impressions.
Challenger
Almost every company wants to hire fairly. We are here to hold them to it, starting with our own clients. We challenge a brief before anyone is interviewed, rather than quietly working around it.
Our line in the sand
What we do not do
- We do not source, place or filter candidates. The shortlist is always yours.
- We do not use AI to score or screen anyone.
- We do not leave candidates in silence.
- We do not share recordings beyond Renari and the client.
- We do not make the hiring decision. You do.
The people
Who does the interviewing?
Every Renari interviewer, including our founder Jen, follows the same framework and works to the same quality and confidentiality standards. Technical roles are matched to specialist assessors.
Hiring managers are under pressure to fill roles fast, and too often capable people get passed over because their background doesn't look traditional. That's a missed hire for you and a knock to their confidence. I've helped over 1,000 people into tech and cyber roles, so I know what good looks like and how to see it in an interview. I started Renari to do that for you: a real conversation, a fair score backed by evidence and a clear report within 24 hours, so you can hire with confidence. Every candidate also leaves with honest feedback, which is good for them and for your reputation.
Jen, Founder
Our Culture
How we run Renari
Renari is founder-led and growing. When we add people, this is what they can expect. We won't ask businesses to treat people better than we treat our own.
Above market pay and a transparent pay structure.
40 days holiday and a 10% employer pension contribution.
Flexible, outcomes-focused work, planned around real life.
One hour every week, helping people in the industry or community for free.
Apprenticeships paid above the apprenticeship minimum.
2.5% of profit given to charity.
How it shows up
Fairness to all
Our promise to candidates
- A fair shot, regardless of job title or background.
- A real, structured conversation with a person, not a bot.
- Written feedback within 24 hours, whatever the outcome.
Our promise to employers
- Every candidate scored against the same structured criteria for the role.
- Your manager's time back. We do the interviewing.
- A hiring manager report within 24 hours, so you stop losing strong candidates to slow decisions.