PortLume AI – Auto-generate portfolios from GitHub and AI job tools
GitHub portfolio syncer with ATS scoring, but Carrd, Vercel portfolio templates, and Jobscan already do this.

Portfolio analytics for job seekers, but Google Analytics already does this for free.
Job-seeking developers, particularly those actively applying to tech roles.
Google Analytics · LinkedIn Recruiter · Mixpanel
But the process is a complete black box.
You never know:
• if the recruiter opened your resume • which repositories they checked • what projects caught their attention
So I built recruiter analytics for developer portfolios.
It tracks:
• profile views • repository clicks • resume open rate • viewer location insights • company type viewing the profile
The goal is to give developers a feedback loop similar to product analytics.
Instead of guessing what recruiters value, you can see which projects or skills actually get attention.
I wrote a technical breakdown of how the tracking works and the reasoning behind the design here:
Curious to hear what the HN community thinks about adding analytics to developer portfolios.
GitHub portfolio syncer with ATS scoring, but Carrd, Vercel portfolio templates, and Jobscan already do this.
404 page. No product to review.
Glassdoor for recruiters, but the cold-start problem is massive.
Makes sharing private Gitea/Forgejo repos annoyingly simple: read-only links, portfolio aggregation, and one-click revocation without mirroring or forcing viewers to sign up. Smart, pragmatic scope — this is a small utility that nails a real pain for self-hosters, though I'd like clearer docs on auth flow, download/clone restrictions, and auditability.
Per-job pricing undercuts Greenhouse for small agencies, AI screening included.
This is a practical playbook: the repo bundles resume.json, evidence.json, availability.json, an agent‑card and an llms.txt plus CI checks and IndexNow pushes so your CV is both human- and agent-discoverable. Clever bits: automated sitemap/index pushes, link-checking Actions, and explicit A2A‑style metadata (agent‑card.json) — that’s not something you see on most personal sites. What’s missing for wider credibility are outcome metrics and external verification (recruiter-facing analytics, attestations, or an A/B test showing improved contacts), and a clearer signal-to-noise story for what recruiters should actually consume first.