Overview
Screens applications, schedules interviews, communicates with candidates, and surfaces the strongest profiles to your hiring team — compressing time-to-hire without compromising the candidate experience.
Best for
Series A–B companies scaling headcount, high-volume hiring functions, and talent teams that don't have enough recruiter capacity for the incoming pipeline.
How it works
Sits on top of your ATS. Every new application is screened against your role rubric. Qualified candidates get scheduled automatically. Communication stays consistent and on-brand across the entire funnel. Bias flags surface where the rubric shows patterns worth investigating.
What it does
- Automated CV screening and candidate scoring
- Interview scheduling with calendar integration
- Candidate communication and status updates
- ATS integration — Greenhouse, Lever, Workable
- Bias detection and fairness monitoring
- Hiring analytics and funnel metrics
Common use cases
High-volume role screening
Screens hundreds of applications per role against a rubric you define — not just keyword-matching.
Interview coordination
Handles back-and-forth scheduling with candidates and interviewers across multiple timezones.
Candidate re-engagement
Identifies strong past candidates and re-engages them when new fitting roles open.
Typical outcomes
5 days → same day
Time-to-first-interview
10× faster
Resume screen throughput
+42 points
Candidate NPS uplift
~60%
Recruiter capacity recovered
Based on representative client deployments. Your results will depend on volume, data quality, and scope of automation.