Job-description setup
Use a job description or hiring requirement to identify relevant roles, skills, difficulty, and interview context.
For recruitment teams and agencies
Submit candidates with evidence, not assumptions.
Translate each hiring requirement into a consistent interview, validate candidates before submission, and give clients structured evidence they can review alongside the résumé.
JD-aligned interviewsComparable reportsPipeline intelligence
Candidate submission workspaceSenior Finance Analyst · 8 candidates
Assessment complete6
Review ready3
Awaiting interview2
Candidate evidence Ranked for recruiter review
AM
Candidate AStrong modelling · Review communication
8.2RK
Candidate BStrong reporting · Review forecasting
7.7SP
Candidate CBalanced profile · Evidence complete
7.4JD
Candidate DInterview in progress
—Align before screeningStart from the client's JD or requirement
Assess consistentlyApply comparable questions and criteria
Review the evidenceResponses, recordings, scores, and rationale
Submit with contextExplain strengths, gaps, and fit clearly
Recruiter workflow
Improve submission quality without adding another manual screening layer.
Use structured assessment to focus recruiter time where human judgment and client knowledge matter most.
Structured pre-assessment
Conduct consistent interviews across candidates before deciding whom to present to the client.
Evidence-rich profiles
Review interview performance, practical work, recordings, feedback, and rationale together.
Hiring Intelligence
Compare score distributions, skill gaps, source quality, pipeline movement, and recruiter outcomes.
Interview integrity
Use identity checks, recordings, activity monitoring, and built-in safeguards as review signals.
Scalable consistency
Maintain a repeatable screening standard across recruiters, accounts, roles, and locations.
From intake to submission
A clearer path from job requirement to client-ready shortlist.
The platform organizes assessment evidence; recruiters retain responsibility for fit, context, candidate communication, and client recommendations.
1
Capture the requirementConfirm the JD, roles, skills, seniority, and assessment emphasis.
2
Invite and assessSchedule candidates through a consistent interview workflow.
3
Review and shortlistCompare evidence, investigate gaps, and apply recruiter judgment.
4
Present with contextShare a concise, evidence-backed view of candidate readiness.
What changes for the recruiter?
Résumé-led screening
- Evidence varies by recruiter
- Skills are difficult to compare
- Gaps emerge late
- Client feedback is harder to action
Structured pre-assessment
- Comparable interview evidence
- Question-level rationale
- Earlier visibility into gaps
- Clearer submission narrative
Hiring Intelligence
Learn from the pipeline, not only from individual candidates.
Aggregate views help recruitment leaders examine where candidates succeed, which skills remain scarce, and how sources and pipelines perform.
Score and fit distributionsCandidate and skill leaderboardsTop skill gapsSource and conversion insights
Screening Funnel Candidate progression
Illustrative data · Example screening stages
See it with a live requirement
Turn your next client role into a structured candidate assessment.
Bring a job description or hiring requirement, and we’ll show how the recruiter workflow can support it.