Hiring should be honest
on both sides.
Candidates prepare for weeks. They research the company, practice answers, clear their schedules. The least companies can do is show up — and when they don't, Zeltru is where that gets recorded.
Mission
Bring integrity to the hiring process
The hiring process has a transparency problem. Companies know everything about candidates — work history, references, often salary history. Candidates know almost nothing about how companies actually treat applicants.
Zeltru flips that. Every report is a data point. Enough data points reveal patterns. Patterns drive accountability.
Minimum 5 settled reports before any stat appears — one unhappy applicant can't tank a company's score.
Rejections don't count as no-response. Only total silence — no response, no update, no closure — qualifies.
14-day window after last contact before a report is marked no-response, giving companies a fair chance to follow up.
Admin-removed reports (spam or abuse) are excluded from all calculations and kept private.
How we think about this
Three principles that shape every product decision.
Good companies look good
Facts are neutral. If a company has strong hiring practices, that shows in the data too. Zeltru isn't a place to air grievances — it's a place to record what actually happened, and let patterns speak for themselves.
Facts, not verdicts
We present numbers from applicant reports. We don't editorialize, rank, or conclude. A 60% no-response rate is a fact reported by users — not our judgment about whether a company is good or bad. You read the data and decide.
Reporters are protected
No identifying information about individual reporters is ever shared with employers or the public. Reports are aggregated into statistics. A company can see their no-response rate — not who submitted it or when.
Help build the record
Every report makes the data more accurate. If you've applied somewhere recently, your experience is worth recording.
Find a company to report