Day in the life, before vs after
Before: recruiter treadmill
- Open 80 PDFs, memorize job criteria, skim for keywords
- Subjective scoring drifts across 3 interviewers
- Copy-paste emails; hiring managers ask “why this candidate?”
After: co-pilot workflow
- Paste JD → drop PDFs → rubric + scores ready
- Blind mode eliminates name/photo bias at top-of-funnel
- Share matrix + interview questions; hiring managers align in one review
Built for collaboration
Matrix sharing
Color-coded fit tiers (green/amber/rose) let hiring managers grasp shortlists in seconds.
Question kits
Generated probes fill gaps — e.g., ‘Describe a K8s incident you debugged end-to-end.’
Analytics for managers
Pipeline velocity, screening distribution and activity feed keep leaders informed.
FAQ
Will this replace recruiter judgment?▾
It amplifies judgment. Scores are evidence-backed and consistent, but recruiters choose shortlist, interview depth and final offers. The AI never auto-rejects or auto-hires.
How does it handle hiring manager feedback?▾
Share the matrix and interview kit; managers comment on gaps and priorities, and the recruiter re-weights rubric dimensions for the next batch — all logged.
Can we customize outreach per hiring manager voice?▾
Yes. Drafts cite candidate projects and role context; recruiters edit tone before 1-click confirm. Templates are stored per campaign for consistency.