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.