No. We built it to make existing recruiting teams faster, and we designed it alongside working recruiters filling hard technical roles. It handles the part they should not be doing, which is reading hundreds of resumes to find the few worth a call.
Nothing gets rejected without a person seeing it, and every decision on who moves forward stays with your team.
We never share your data with third parties and we never use it to train outside AI models. We do use aggregated, de-identified data to improve our own scoring and ranking, and you can opt out of that.
Your candidates, reqs, and pipeline stay in your workspace. They are not pooled, not visible to other customers, and not used for our own recruiting.
Yes. We integrate with common ATS platforms, job boards, and sourcing tools, and we build integrations on request as part of onboarding.
Tell us your stack and we will tell you exactly what is live today and what we would need to build.
Most ATS scoring is keyword matching against a job description. We break the JD into requirement tiers, score against those, and cross-check the resume against the candidate's public profile to surface inconsistencies, including the kind that show up when an application was AI-generated rather than written.
You see the reasoning behind a score, not just a grade. This works on what a candidate submits, not on live interviews.
We also run sourcing and screening as a service, priced per role rather than as a percentage of salary.
You get a screened shortlist of candidates who are qualified and interested, and your team takes it from the interview onward.
