This is a simple story, but a good story. Like all simple stories, it has a beginning, a middle, and an end. Like all good stories, it’s a story about magic.
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It’s also a story about work and hiring—about unlocking potential in a world where the external workforce has become essential. A story about untangling complexities so that people and organizations can thrive.
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It’s a story written for you. Yes, you—the one juggling dozens of vendors, solutions, and consultants, trying to ensure everyone is aligned and accountable. Or the one who can’t believe that hiring methods have barely changed since the early days of the internet: post a job, wait for applications, sift through rejections, and wrangle a flood of emails. Or get 1,000 emails from consultancies trying to promote their workers as the grace of god in [insert any skill].
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So, find a comfortable spot, get a hot drink, and read on. This is a story waiting to be read—ideally in one sitting and by the one person it was specifically written for. That person is you.

Part 01

The past (How we got here)

Remember the first time you logged onto the internet?
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Depending on how old you are, you might have had to connect your computer to an old 56k dial-up modem—a strange symphony of electronic squawks and beeps.
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And then, once you were online, you had access to a whole new world: seemingly infinite possibilities, ideas, and resources from people all around the globe. It was mind-blowing. A truly magical moment.

Everyone has experienced their own transformative encounters with technology: the first time you tapped a touchscreen, the first time you wrote and executed a line of code, or the first time you lost yourself in an immersive video game.

These moments feel like magic because they’re indescribable in words—they have to be experienced.
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But where does the magic really come from?

Computers themselves aren’t magic; it’s the software that breathes life into them. When done well, software isn’t just functional—it unlocks creativity, streamlines work, and propels us to imagine futures beyond what we believed possible.
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Early pioneers called computers “dream machines” because they saw what they could be. They saw how software could revolutionize entire industries and create new ways to work.

For a while, we tasted that magic as technology redefined hiring: allowing companies to post jobs online, reach never met talent, and candidates could find their dream job. But contingent work stayed the same.
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Somewhere along the way, the enchantment faded. The process of “post, apply, reject” got copied and pasted into a digital format—an old method carried onto a new platform. We started drowning in emails and repetitive tasks, moving data between excel, outlook and contracting software, missing the deeper point of connecting the right people to the right roles.
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Now, we’re left wondering: What happened to that sense of boundless possibility?

Part 02

The present (The status quo)

We live in a world where computing capacity is mind-boggling. Every industry depends on software, from finance to manufacturing to creative services.

Hiring and the contingent workforce is no exception: we can advertise positions anywhere, match instantly with talent across the planet, and theoretically fill roles in record time.
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But it doesn’t quite feel like the future we envisioned.
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Somewhere, the magic in hiring—especially for contingent or external workers—was lost. Old methods got ported to new systems. We’re still manually contacting vendors. We’re still drowning in emails from consultancies that has 'had a dialogue with your predecessor' and target the hiring managers lunch-slots like sniper.

We’re still jumping between email clients, spreadsheets, and a half-dozen apps just to coordinate a single consultant hire. And we still rely on approaches from twenty years ago, scaled up by software that’s more about volume than true innovation.
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Enter the villains of this story—dark forces that extinguish the spark of possibility:

Dark force 01

Noise & distraction

Instead of software giving us creative superpowers, we have endless productivity silos. Notifications and actions everywhere, yet no real clarity. We spend more time moving data from one system to another or sifting through emails than actually hiring or collaborating. Our dream machines, so powerful on paper, churn out digital clutter.

Dark force 02

Uniform sameness

As competition intensifies, vendors and consultantes rush to fill any position with whatever they have on the bench. Genuine craftsmanship has been replaced by growth hacks and identical user experiences. Have they all found the best consultant on the market? Bland offering, generic solutions—no magic and no personality.

Our once-inspiring dreams have become dull.

Dark force 03

A future stuck in the past

A famous quote says the best way to predict the future is to invent it. Yet the hiring process of contingent workers we’re dealing with, is stuck in old models. The same aggressive sales approach from vendors or stale and non value adding frame agreements we’ve had since the earliest of days, simply repeated at scale by legacy software.

There’s no definitive methodology to replace it, so we keep using outdated processes and terminology.

Dark force 04

Chaos in the azylum

Beyond traditional hiring, contingent workforce systems have become a maze of vendors, procurement professionals, HR teams, and compliance checklists. Accountability is fragmented. Each stakeholder operates in their own silo with their own tools. True synergy gets lost in the scramble.

We have arrived at our “destination,” but it’s not what we imagined. We dreamed of frictionless hiring and handling of contingent workers, powered by technology that felt like magic. Instead, we got duplication, distraction, and the same old processes—just bigger and louder. But not all hope is lost.

Every good story has a turning point, a chance to reignite the spark of magic.

Part 03

The future (The quest we are on)

Not too long ago, a small group of individuals decided it was time for a change. They noticed how the dream of effective hiring and handling of contingent workers—whether for statement of works or contingent gigs—had been hijacked by outdated methods, cluttered interfaces, and endless email threads. And they vowed to do something about it.
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That group is us. We are the toolmakers in this tale.
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Every epic story has a sacred artifact: a legendary sword, a secret key, a mystical elixir. In this story, the artifact is a platform designed to restore the lost magic of hiring and handling of contingent workers. We call it Fill, because it aims to do exactly that: fill the gap, fill roles efficiently, fill your team with the best candidates, fill your vision of what a truly modern hiring process can be.

Fast & Easy
We’re building the fastest platform of its kind—one that doesn’t add more steps, but reinvents them. It grows more powerful with each interaction, learning from patterns and adapting to your specific context.
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Unified & Transparent
No more jumping between disjointed tools or re-entering the same data. Fill unifies the entire hiring and handling cycle—whether you’re dealing with freelancers or external consultants—into a single, clear workflow. Work with vendors, build your talent pool, contract, pay and get notified when a contract is up. We cover the full lifecycle from source-to-exit.
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Refined Methodologies
Software alone can’t revolutionize hiring if we stick to the same old post-and-pray approach. Fill embodies new, refined practices and frameworks that honor creativity, collaboration, and genuine human connection in the hiring process.
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But even the mightiest tool needs a hero to wield it. That hero is you: the procurement leader, the talent acquisition professional, hiring managers and HR strategists —anyone who dares to believe that hiring and handling of contingent workers can be truly transformative. You’re the one who builds dream teams and envisions new frontiers. You’re the one who can reawaken the magic that’s been dormant in our software.
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If hiring is an expression of humanity’s greatest ambitions, then the future of hiring is limited only by our dreams. By restoring software’s magic—by creating something that elevates both managers and consultants—we push the boundaries of what’s possible. We give our dream machines their real meaning back. And put the magic back in hiring.
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We’re at the final lines of this page, but only the opening scene of our real adventure. And as destiny would have it, you have been chosen to join us in writing the next chapters.
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What role will you play? Engineer? Designer? Recruiter? Marketer? Freelancer? The title is less important than the mission itself: to bring back the magic in hiring and handling the contingent workforce. To make technology serve us again, not the other way around.
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This is your call to adventure. Answer it swiftly. We are waiting for you.
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End of page, beginning of the journey.