Company research
Paste the job link and read one page on the company: what they sell, who runs it, how staff rate it. Every claim carries the source it came from.
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Why it matters
You mean to look them up. Then it is the fourth application of the evening, the careers page is three hundred words about values, and you send it without reading further. Weeks later the interview asks why you want to work there, and you give the answer anyone could have given.
Why FirstResume
The brief
The brief covers what the company sells, who runs it, how employees rate working there, and what has changed recently. Every section shows the sources it came from, so you can open them and read more.
Research into writing
Every cover letter and cold email needs one sentence that shows you know the company. With the brief open next to your draft, you write that sentence from something they have done.
Learn more about the cover letter generatorInterview ready
Your practice questions come from what the brief found, so you prepare for this employer and this role. You also get two or three questions to ask them, based on what changed there recently.
Learn more about AI mock interviewsWhat our users say
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Job applications
Old way, new way
The old way
Careers page, profiles, news, review sites
Tell me about this company
The new way
A sourced brief attached to the job
Careers page, profiles, news, review sites
Tell me about this company
The playbook
Six things worth doing before you apply or interview, whatever you use to do them.
The company page tells you what marketing wants said. The people tell you who you would work with. Find whoever leads the function you are applying to, read what they have written or spoken about publicly, and note the two or three things they clearly care about. An answer that connects your work to their stated priorities lands harder than one that recites the mission statement back at them.
Recent change is usually where the hiring comes from. A funding round, a new market, a product launch, a reorganisation, a departure at the top: each one creates the work the job description is trying to describe. Search the last two quarters before you read anything older, then work out which of those events your role sits under. Explaining why the job exists now is the fastest way to sound like you belong in it.
Employee reviews attract the delighted and the furious, so one angry post proves very little. Repetition is the part worth reading. If eight people across two years mention the same thing about workload, management turnover or how decisions get made, that is a signal rather than a mood. Note the recurring complaint, then find a polite way to ask about it. You are choosing them as well.
Reciting a founding year impresses no one. Turning a fact into a question does. If they opened an office in Berlin in March, ask how that team is structured and whether this role would support it. Interviewers remember the candidates who made them think, and a good question does more work than a good answer. Aim to leave with three that could only have been written about this company.
Your manager shapes the job more than the company does. Before the interview, find out which team the role reports into and what that person's background is. If they are on the panel you can pitch to what their team is measured on. If you cannot find a name, ask the recruiter. It is a normal question, and how easily they answer tells you something too.
Research done at the application stage pays twice. It tells you whether the role is worth the hour you would spend tailoring a resume for it, and it is still there when the invite arrives weeks later and every company has blurred together. Keep one short note per employer: what they do, why the role exists now, two things you like, one thing you want to ask.
Features
FAQ
A one page brief on the employer behind the job you are looking at: what they sell and who buys it, who runs the company, how employees rate the culture, what has changed recently, and where they are growing. Each section lists the sources it was built from, so any claim you plan to repeat in a letter or an interview is one you can open and read in full first.
Public sources: the company site, news coverage, employee review sites and professional profiles. The brief cites what it used, section by section. Nothing is presented as fact without something behind it, and where the public record on a company is thin, the brief says so rather than filling the gap with something plausible.
You can, and you should read some of it. The website tells you what the company wants said about itself, which is one useful input out of several. The brief puts that next to news coverage, leadership background and what current employees report, which is where the interesting differences show up. It also takes about a minute rather than an evening.
Yes, though the brief is shorter. A fifteen person company with no press coverage will still give you the product, the founders and whatever the team has published. That is more than most applicants arrive with. Where a section has little to draw on it says so, because a short brief you can trust beats a full one you cannot.
Recent developments are dated, so you can see how fresh each item is instead of guessing. The brief is put together when you ask for it rather than served from something written months ago. For a company that moves quickly, run it again the week of the interview and see what has moved.
It gives you the raw material: a recent change you can point to, a product you can describe in a sentence, a priority stated by someone who leads the team you would join. The answer still has to be yours. An interviewer can hear the difference between a candidate who read something and one who is reciting a paragraph.
It summarises what employees report about culture, management and how the place runs day to day, including the complaints that come up repeatedly, which usually tell you more than a star rating does. Public pay data is patchy and the sources disagree with each other, so treat any figure you find as a range to confirm with the recruiter, not a number to quote back.
You can run research on the free plan to see what a brief looks like. Paid plans raise the monthly limits and connect it to the rest of the work: tailored resumes, cover letters, outreach emails and interview preparation all built from the same research instead of started from scratch.
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