Hyumeet becomes Talentfeel: measuring candidate experience differently

Talentfeel is not a new company. It is the current name of a project launched as Hyuman, continued as Hyumeet at talentmeet.com, and renamed Talentfeel once its purpose became clear. The rename is not cosmetic: it reflects a shift in mission, from connecting talent with employers to measuring what talent actually feels about an employer. This article retraces that evolution — what was kept, and what changed.

Hyuman and Hyumeet: the starting point

The story begins with Hyuman, around one conviction: the relationship between an employer and a candidate is decided long before the interview, across a series of interactions nobody observes. Hyumeet, hosted at talentmeet.com, turned that conviction into a product connecting organisations and talent. The name said it all: 'meet'. That period produced one decisive asset — direct access to candidate voice, to how they perceive an employer before, during and after a process. Working with that material revealed the real problem. Organisations were not short of channels to meet talent. They were short of an instrument to know how they were perceived by that talent — especially by those who never applied.

Why Hyumeet became Talentfeel

The rename marks a change of category. 'Meet' meant connection. 'Feel' means measured perception. Three observations drove the shift: • Organisations invest heavily in employer brand — campaigns, EVP, career pages — with no standardised external measurement instrument. • Mature HR tools measure the inside: engagement, internal eNPS, pulse surveys. Almost nothing measures the outside comparably. • Available indicators are indirect and biased: career traffic, click rates, uncontrolled public reviews. Talentfeel therefore keeps Hyumeet's DNA — talent voice collected at the source — but points it at a different outcome: comparable scores, tracked over time, readable at board level.

What was kept, what changed

Kept: the direct relationship with external talent, the demand for simplicity, and the refusal of vanity metrics. Changed: • From connection to measurement — the product's object is no longer the contact, it is the signal. • From one-off to longitudinal — quarterly measurement rather than a single campaign. • From impressions to comparability — every score is set against a sector benchmark and its own history. • From external only to alignment — market perception is now confronted with internal reality. The address followed: talentmeet.com now points to the Talentfeel universe at analytiquerh.com. Same team, same founding thesis, a different product category.

A deliberate brand continuity

For organisations that knew Hyuman or Hyumeet, nothing is lost: everything learned about candidate perception forms Talentfeel's methodological base. The frameworks used today — Net Promoter Score applied to employers, the JD-R model, Meyer and Allen's work on commitment — formalise what Hyumeet observed qualitatively. The promise fits in one sentence: you cannot manage what you don't measure, especially externally. Hyumeet let you meet talent. Talentfeel lets you know what they think of you, and track it like any performance indicator.