Piperic
similar sites
‹ profile

Sites similar to dpellier.com

Damien Pellier — Tech Lead | CV & Resume · ranked by shared content topics & relevance
68match
mundizzle.com
Mundi Morgado — Resume
1 shared topicscareers
66match
niloyzaman.com
Niloy Zaman - Lead QA Engineer | Professional Resume
1 shared topicscareers
65match
nicoloperena.com
Nico Loperena | Senior Full-Stack Engineer — Remote (US)
1 shared topicscareers
65match
leocraigdev.com
Leo Craig Online Resume
1 shared topicscareers
65match
2rcloud.com
2RCLOUD - Salesforce Tech Lead, Apex, LWC & Service Cloud
1 shared topicscareers
65match
meetketan.com
Ketan Saxena - Engineering Leader & Problem Solver Portfolio
1 shared topicscareers
65match
1mert.com
Mert Durukan | Senior AI & Digital Transformation Lead
1 shared topicscareers
65match
opentechleveling.com
Open Tech Leveling
1 shared topicscareers
65match
donnybadamo.com
Donny Badamo — Projects, Resume, Templates
1 shared topicscareers
65match
jimmieprodgers.com
Jimmie Rodgers — Resume
1 shared topicscareers
65match
alampros.com
Aaron Lampros | Resume
1 shared topicscareers
65match
firdausviton.com
Firdaus Viton | Interactive Resume
1 shared topicscareers
65match
quicktechlearners.com
Quick Tech Learners - Real Interview Questions & Experiences
1 shared topicscareers
64match
bitelee.com
Jannie Lee Resume
1 shared topicscareers
64match
fintech-devs.com
Hire Fintech Developers
1 shared topicscareers
64match
lholota.com
Lukas Holota | CV/Resume
1 shared topicscareers
64match
aparvvadde.com
Appa Rao Vadde — Cover Letter · Resume · Career Graph
1 shared topicscareers
64match
apopell.com
Alex Popell's Resume
1 shared topicscareers

How the match score works

Each match is a 0–100 similarity score — the higher it is, the more two sites resemble one another. It’s computed automatically from our own crawl data (never from what a site says about itself) by combining several independent signals, so a high score means several of them point the same way:

No single signal decides the result — they’re blended together. Treat the score as a way to rank candidates rather than an absolute percentage; the chips on each result show which signals contributed.