
The problem
At LiverHack 2026, El Puerto de Liverpool asked for a digital talent acquisition ecosystem. They recruit centrally for ~180 open roles, with an average time-to-fill of 45 days. Hiring managers can't see where their process stands or who is blocking it, candidate comparison lives in a spreadsheet, and out of ~300 candidates most never hear back.
What I built
We were a team of 4. I owned the repository and the process domain, the deterministic part of the system: 17 commits and 6,060 of 21,757 lines added (~28%, excluding lockfiles).
- The Supabase schema: tables, 4 migrations, seed data and 44 Row Level Security policies, with an append-only
audit_log. - The orchestrator: a 6-stage state machine from requisition to offer. The AI never rejects or makes an offer on its own: every irreversible decision is made by a person and requires a justification.
- The business-day SLA engine: a status light per stage, a predicted fill date and escalation.
- Role-based authentication, the app shell, the hiring manager and HRBP dashboards, and transactional email with Resend.
- End-to-end verification scripts against the database.
My teammates built the AI layer (CV extraction, comparison with citations, a blind evaluator and a bias report), the MCP server and the Google Calendar integration.
Architecture
Results
We placed 3rd at LiverHack 2026. It's a hackathon prototype deployed on Vercel that you can try live. It has no usage metrics and no measured evaluation of the AI layer.
Known limits
- The project's ~50 tests cover the AI layer and were written by a teammate. The orchestrator and the SLA engine, which are my part, have no unit tests, and there is no CI.
- There are no usage metrics and no evaluation of the LLM extraction quality.