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Run a recruitment agency that screens hero applicants for lies and red flags, using color-coded attributes and interrogation clues to identify genuine candidates before your budget depletes. The core loop involves questioning suspicious claims, interpreting vague information, and deciding who to hire while managing a limited gold supply—poor hiring decisions trigger negative consequences that echo in your agency newsletter. Best suited for players who enjoy deduction puzzles and narrative humor wrapped around resource management.

About this game

What players are saying

▲ Recommended 0 hrs

Good:

- Funny newsletter. Dynamic information is mildly vague but you can still figure some things out.
- Interesting gameplay loop.
- Seems like hiring "bad" applicants results in a lot of negative language in the newsletter.
- Green, Yellow, Red color coding seems to describe how good a match and attribute or recruit is.
- Score of 50 or higher seems to be "good" and lower is "bad".

Improve:

- Odd to use "spent X gold" in one message and (-x gold) in another. They mean the same thing right?
- There is no setting to manipulate audio. Want to adjust music/sound volume.
- When you do the final recruitment decision for the week the newsletter popup appears before you can see the results of your last choice. The end of week displays should allow the player to see both.

Suggestion:

- Be nice to get a supporting description for each type of "Needs". For example, what does "Arcane-Chaos Talent" even mean?
- Something feels off about the progression. For example it seems like once you start getting good at knowing who to hire and who not to, there's really nothing the player can do deliberately to boost the amount of money they can make per week. It's really all just RNG of what kind of applicants you get. I think the main issue here is that the player isn't actually rewarded economically for rejecting applicants. The money boost you get at the end of the week is based on "score" and you don't get awarded any points by rejecting applicants. There should be some sort of additional element to scoring that awards points for rejecting a bad applicant.
- While I can't be 100% sure, I get the impression that once you applicants are evaluated and the newsletter is printed, they no longer matter in the game. So the number of total hires is really just a counter. I think it would add to the experience if there was a way that hires obtained in previous weeks were allow to contribute to the health and effectiveness of the company.