From Hyumeet to Talentfeel: candidate experience becomes measurable

Talentfeel, formerly Hyumeet (talentmeet.com), is a Quebec-based employer experience measurement platform. It answers a question few organisations can document: what do the talents we want to attract actually think of us, and does the experience our teams live up to the promise we broadcast? This article details how the platform works, the issues it addresses and the benefits observed on the employer side.

How the platform works

The principle is deliberately simple: collect perception at the source, turn it into comparable scores, and return it as decisions. 1. Collection — short questionnaires sent to the right audiences at the right moment: career page visitors, active candidates, rejected candidates, talent pools, current employees. 2. Calculation — standardised indices rather than raw data: employer recommendation score, indices for experience, engagement, mobilisation and loyalty. 3. Comparison — every score is set against a sector benchmark and against previous waves. 4. Action — analysed verbatims show what to fix first, and where in the journey. No heavy setup, no mandatory prior integration: measurement starts where the organisation already has an audience.

Three HR axes, four modules

The platform is organised around three axes HR teams already know — employer brand, candidate experience, employee experience — plus a fourth module that connects them. • Employer brand — market perception before any application: awareness, attractiveness, credibility of the promise, external recommendation score. • Candidate experience — the lived process, including rejected candidates and visitors who never applied. • Employee experience — internal reality measured on the dimensions that predict retention: experience, engagement, mobilisation, loyalty. • EVP alignment — the promise broadcast set against the experience lived, dimension by dimension: aligned, over-promised or under-communicated. That last module is what sets the approach apart: most tools measure only one side of the mirror.

The issues the platform addresses

Three documented blind spots justify the measurement. First, what happens before applying: 86% of employers never measure how talent perceives them before they apply (Survale, 2025). The entire attraction budget is spent with no feedback on its real perception. Second, silent drop-off: roughly two thirds of candidates who leave a process never give a reason. The organisation sees a loss without knowing its cause. Third, the perception gap: 80% of employers believe they offer an excellent experience, versus 40% of candidates. Forty points between what is believed and what is lived. Add the cost: 52% of departures are preventable according to Gallup. The psychological contract breaks during attraction and is confirmed in the lived experience.

Benefits observed for employers

Organisations adopting this measurement report four concrete benefits. • Documented budget decisions — knowing which campaign or career page actually moves perception, not just traffic. • Fewer avoidable losses — identifying breakpoints in the candidate journey before they become lost applications or early departures. • A common language across HR, communications and leadership — a score, a trend, a gap to market, presentable alongside cost per hire. • A credible promise — aligning the broadcast EVP with what the organisation truly delivers, which mechanically improves twelve-month retention. From Hyuman to Hyumeet, then from Hyumeet to Talentfeel, the trajectory is consistent: meeting talent had value; knowing what they think, and measuring it over time, has more.