Your screeners approach candidates differently, leading to inconsistent standards.
You know focusing on big company logos or ‘industry experience’ can make for bad-fit hires.
Your best candidates are often lost in ‘piles’ of resumes, leading to poor retention.
The Solution
Faster than Manual Screening
Faster Time to Hire
Testimonials
Apply standard criteria for assessment across all applicants. And give your screening team a nuanced match score unique to each role. This creates a fair starting point for screeners to do their work.
Ditch the over-emphasis on logos and job titles. You can apply a skill review and get an anonymized candidate summary to eliminate ‘gut feeling’ hires.
Get the best people in the best seats consistently.
No more digging through hundreds of resumes until you find ‘the one’. Have your list prioritized by best-fit candidates so you can talk to them faster and shorten the time to hire.
Never miss the purple squirrel because of application overload.
Core Features
