Problems we solved
- Manual resume screening slowing down hiring.
- Inconsistent application of competency rubrics.
- Risk of bias and missing audit trails.
What we built
Parsing & matching: Extracted skills and matched to JD and competency rubrics.
Shortlists: Ranked candidates with evidence quotes and rationale.
Briefs: Interviewer briefs with tailored questions and risk flags.
Approvals & logs: Hiring manager approval, bias checks, and full audit.
Stack
- ATS (Greenhouse/Lever), n8n/Make, retrieval over JD and competencies.
- Redaction, bias checks, and logging for every action.
Outcomes
- 4x faster candidate shortlists.
- Higher match quality and consistent rubric usage.
- Bias-aware decisions with auditability.
Screen CVs faster while keeping fairness, approvals, and audit trails intact.
FAQ
Does this reduce bias?
Yes - PII redaction, bias checks, and consistent rubrics reduce bias.
How do you handle approvals?
Shortlists require hiring manager approval; all actions are logged.
Can it generate interview questions?
Yes - competency-aligned questions with risk flags per candidate.
How long to implement?
2–4 weeks depending on ATS access and rubric complexity.