Theo by Arveum

Theo reaches professionals before they start applying.

Theo is a free career coach for people thinking about a job change. With him, they keep their profile up to date on their own initiative, and these fact-checked profiles form a talent pool.

Try Theo

A recreation of the Theo interface, shown with a fictional person. Theo is currently available in German and English.

The second problem

Nearly twice as many applications per new hire as in 2022, yet the right ones are still missing.

Tilda deals with the flood of unsuitable applications. The second problem is less visible: the people companies are actually looking for are not among the applications at all. This is especially true in shortage occupations and at small and mid-sized companies.

  • 16

    applications came in per new hire on average in 2025, up from 9 in 2022. Employers rated only about 28 percent of them as suitable.

    IAB Job Vacancy Survey 2/2026

  • 1 in 3

    vacancies for qualified workers in Germany could not be filled in 2025, statistically, for lack of suitably qualified people. On annual average, that was 369,516 positions.

    IW, KOFA annual review 2025

  • About 7 in 10

    of the skilled-worker gap falls on small and mid-sized companies.

    IW, KOFA study 2/2026

Good people are often not actively looking.

People who are happy in their job don't write applications. When something prompts a change, it is an open question which companies they will approach.

Many profiles don't show what someone can do.

CVs often list tasks instead of results. Someone who has achieved a lot then looks like everyone else on paper.

Before and after

Theo makes profiles more informative.

This example shows a fictional person: Lena Berger, a project manager with a solid CV.

  1. Before

    Invitation still unlikely.

    Theo reads the CV from a recruiter's point of view and rates structure, wording, formatting and ATS compatibility. His verdict for Lena: the positions list tasks but no results.

    Invitation still unlikelyProfile maturity

    Still open: Personality test, Verify skills, Interview simulation

    A solid, easy-to-read CV with a clear structure. But the positions describe almost nothing but tasks, and results are missing throughout. I would not invite on this yet.

    • Structure

      – No location given for the education entry.

    • Wording

      – The positions remain plain task lists with no results. Figures on budget, scope or impact are missing.

    • Formatting

      – Font size cannot be determined, should be checked for 11–12 pt.

    • ATS

      – Typical terms from project management roles are missing.

  2. Follow-up

    Theo asks about scope and results.

    For Lena, this means questions about projects, budget and the number of service providers. From her answers, Theo rewrites the positions using the figures she gave herself.

    Theo

    Lena Berger · Your AI job-application coach

    Your current position says “Coordination of IT projects”. How big were the projects? Budget, duration, how many service providers?

    Two projects in parallel, €1.2m budget in total, three external service providers. The last one finished 6 weeks ahead of plan.

    Top fixes · before → after

    Coordination of IT projects and liaison with service providers

    Ran two IT projects in parallel (€1.2m budget, 3 external service providers), delivered 6 weeks ahead of plan

    Ask Theo … (e.g. "rewrite my last role")

  3. Fact check

    Theo removes whatever isn't supported.

    Before the new CV is finished, Theo checks every statement against the original and the conversation. For Lena, 4 statements were corrected because they were not supported or sat under the wrong role.

    4 statements were corrected because they were not supported or sat under the wrong role — Theo explains which in the chat.

    1. “completed on budget” was not in the original CV, so it was taken back.
    2. “for clients and internal stakeholders” was not supported in the original, so it was cut.

  4. After

    Invitation likely.

    Rating and profile maturity both go up. Next, Lena can create a personality profile, verify her skills and practise interviews.

    Invitation likelyProfile maturity

    Still open: Personality test, Verify skills, Interview simulation

    A clear CV with a credible profile. The current position shows measurable results (6 weeks ahead of plan, €1.2m budget). I would invite on this.

    • Structure

      + Reverse-chronological order, clear sections, in line with the DACH standard.

    • Wording

      + The current position uses concrete figures (6 weeks, €1.2m, 2 parallel projects) and shows impact.

    • Formatting

      + Clear layout, readable body text without visual clutter.

    • ATS

      + Standard section headings, and the key terms of the target role are included.

Two people practising a job interview in a calm setting.

Profiles get better without being embellished.

Everything in a Theo profile comes from the person themselves. Theo adds nothing that was neither in the CV nor in the conversation.

What Theo does today

Theo supports people all the way to a new job.

For talent, Theo is free, and every feature makes their profile stronger. Companies benefit once company access launches.

  • CV analysis

    An honest rating of the CV with concrete suggestions for changes.

  • CV optimisation

    A revised version as a finished document, fact-checked against the original.

  • Personality profile

    A Big Five test with 20 questions and an interpretation that shows how someone works.

  • Verified skills

    Skills from the CV are verified in a short quiz.

  • Interview training

    Practise job interviews out loud, with questions based on real job ads.

  • Cover letters

    Researched and tailored to each position.

  • Target roles compass

    The three best-fitting roles with a fit score and what is still missing for them.

Getting found

Contact happens only when both sides say yes.

Once the profile is ready, Theo asks whether the person wants to keep applying on their own or be found. Anyone who wants to be found will in future be introduced to companies looking for such profiles.

  • Profiles will be introduced without name, contact details or CV.
  • For each enquiry, the person will decide whether the company learns who they are.
  • Individual companies can be excluded; Theo already suggests the current employer.
  • Consent can be withdrawn at any time.
In development

Company access is still being built. Until then, no company sees a profile, and Theo tells users the same.

Keep applying — or get found?

Your profile is ready. We can take the next step for you: we introduce you to companies looking for exactly this kind of profile — without your name, without your contact details, without your CV.

Enquiries reach you by email from us. You decide for each one whether a company learns who you are — and may write to you directly.

Who shouldn't see you?

  • ✓ Nordlicht Logistik GmbH
  • + Weberhaus Marketing GmbH
  • + Sonnental Verlag

Suggestions from your CV. You can change this later in your profile.

Become visible to companiesLater

Company access launches later.

In development
One ecosystem

Tilda, Theo and the partner API work together.

Tilda screens applications for companies, Theo helps talent with their profile, and through the partner API job boards and recruitment agencies use the whole Tilda process in their own products.

For job boards and recruitment agencies

Partner API

The whole Tilda process is available via API: job review, matching, interview guide, voice interview and candidate dossier. Partners build it into their own product.

Tilda via API

For companies

Tilda

Tilda reads every application, backs every assessment with a quote and prepares the interview guide and candidate dossier. A person always makes the decision.

Rejection bridgeIn development
Talent poolIn development

For talent

Theo

A free career coach. People using Theo keep their own profile up to date, and these profiles form the talent pool.

  • Rejection bridgeIn developmentWe plan to offer Theo to anyone who applied through Tilda and receives a rejection from the company. That makes a rejection feel more respectful, and the talent pool gains people who have already shown interest in similar roles.
  • Talent poolIn developmentTalent and companies are meant to find each other directly, provided both sides agree.
  • Tilda via APIJob boards and recruitment agencies pass on more than the CV to their clients with every application.

We keep search profiles for hard-to-fill roles on file.

In the free recruiting check we discuss the open roles and note down which profiles are being sought. As soon as suitable talent agrees to an introduction, we will get in touch.

Try Theo

Theo is currently available in German and English.