Recruiters & talent teams

Screens and ranks candidates against a job description with per-criterion sub-scores, each justified by a verbatim resume quote, deterministic score aggregation, tailored screening questions, and an adverse-impact report. Never auto-rejects.

Moves: Screening time per candidate

Drafts honest, personalised candidate outreach grounded in public professional evidence, manages follow-ups, and schedules interviews. Makes no claims about the role absent from the JD; honours opt-out immediately.

Moves: Candidate response rate

Aggregates all stage scorecards with human-set visible weights, computes the ranking deterministically, surfaces divergence between stages and interviewers, and produces a full evidence pack plus an adverse-impact report. Advisory only.

Moves: Decision auditability

Reviews a job description for clarity, inclusiveness, legal risk, and attractiveness; challenges inflated requirements; and emits the job-related, evidence-measurable criteria set that all downstream screening and interview scoring must use.

Moves: Exclusionary-language recall

Sources candidate profiles from licensed channels against the criteria set, enriches, dedupes against the ATS, and returns a longlist with evidence-cited fit rationale. Audits channel diversity, never candidate attributes.

Moves: Time to longlist

Runs a consistent structured screen in text or voice with an identical question set per requisition, records consent and AI disclosure first, scores answers against rubric anchors with quoted evidence, and offers an accommodations and human-escalation path.

Moves: Question-set consistency