Atalef.ai VS ClientForms.app

ClientForms.app's answer:

Frontend: Next.js 15 (React 19), Tailwind CSS Backend: Supabase (PostgreSQL, Row-Level Security) Authentication: Clerk Payments: Stripe Hosting: Vercel (Sydney region) Database hosting: Supabase (Australian data residency)

Atalef.ai's answer

Employers and recruiters use our tools to source, assess, and hire talent efficiently. Candidates benefit from being matched based on their real skills and personality, not just keywords in a resume.

ClientForms.app's answer:

Psychologists who assess ADHD and autism. Typically private practice, solo or small group (1-5 clinicians), currently using paper forms and spending hours on admin per assessment. They want something that works and is secure.

ClientForms.app's answer:

Neurodivergent-first design. Most digital forms just replicate paper online. ClientForms is built specifically for ADHD and autism patients - progress bars with time remaining (helps with time blindness), softer colours instead of harsh white, sticky headers so you always know where you are. The forms are designed to reduce anxiety and improve completion rates.

Atalef.ai's answer

We are an AI-powered talent sourcing and assessment platform designed for tech hiring. Our DeepMatch™ algorithm evaluates candidates across hard skills, soft skills, personality traits, cultural fit, and job preferences. This allows us to generate CV-less candidate profiles that are more accurate, bias-reducing, and aligned with your hiring needs

ClientForms.app's answer:

Most clinical software treats patients as an afterthought. ClientForms is designed specifically for neurodivergent users who are filling out the forms, progress indicators, time estimates, calmer colours, predictable layouts. One link, no signup required, works on any device. Patients just open and complete.

Atalef.ai's answer

Our journey began at Filuet during its digital transformation. We became a “suddenly tech” company, facing the same hiring problems that many non-tech firms encounter when they move into technology.

Brilliant developers were getting lost in the résumé shuffle, while we struggled to even define an accurate job description, run interviews, and validate skills. The process of hiring felt like it was stuck in the dark ages. It relied on haystack keyword scans, endlessly scrolling through CVs, and guesswork.

Across Europe, average offer acceptance is 56 percent, and 18 percent of new hires exit during probation, leaving fewer than half of new hires still in place six months later. Mis-hires in technology roles can cost companies more than €100,000 per hire. At the same time, the global HR technology market is already valued at more than 40 billion dollars and is expected to more than double by 2032. These figures show the inefficiency of traditional hiring and the scale of the gap between current hiring success rates and business needs.

It is this frustration that led us to create Atalef as part of Filuet Tech. We didn’t want another job board. We wanted to kill the résumé altogether.