Service
Candidate sourcing and screening automation
A ranked shortlist with the reason behind each ranking.
Screening is where hiring slows down. Sourcing produces hundreds of profiles, and good candidates go cold while someone works through the queue.
We automate the reading. Each candidate is checked against the criteria in your brief and ranked, and every ranking says why. Your team makes the decisions, and only a person can reject a candidate.
- Sources
- Professional networks · Job boards · Your ATS
- Brief
- Must-have and nice-to-have criteria, written down
- Screening
- CV and profile checked against the brief, with reasons
- Output
- Ranked shortlist with an assessment per criterion
- Rejections
- Made by a person, every time
- Bias controls
- Criteria fixed in advance, each decision logged
- ATS
- Write-back where the ATS has an API
- Reporting
- Volume, pass rate and time to shortlist
How it runs
The stages of a typical candidate sourcing setup. Yours may skip some or add others.
Brief
Must-haves and nice-to-haves are written down before anything runs.
Source
Candidates come from the networks and boards your market uses.
Screen
Each profile is assessed against each criterion, and the reasoning is recorded.
Rank
Each candidate gets a score per criterion that a recruiter can check and challenge.
Decide
Your team advances and rejects. The system never rejects anyone.
What you get
This list goes into the scope document, and we check the finished work against it.
- 1Sourcing from the boards and networks your market uses
- 2Screening on criteria agreed before the run
- 3Ranked shortlist with reasoning per criterion
- 4A log of every assessment
- 5Write-back into your ATS
- 6Reporting on pipeline and time to shortlist
Questions
Does the system reject candidates?
No. It ranks and explains, and a person decides. Automated rejection carries legal and ethical risk, and we won't build it.
How do you handle bias?
Criteria are fixed before the run, each one is assessed separately, and every decision is logged per candidate, so you can audit it. That lowers the risk of bias. It doesn't remove it.
Can it write into our ATS?
Where the ATS has an API, yes, with the assessment attached to the candidate record.
Start with a scope
We write a short document first: what gets built, what it needs from you and what it costs. You decide whether to go ahead after reading it.