TalentOSWorkflow · Hiring
Candidate screening
Every applicant scored against the bar you set, with the résumé line behind each score, so the shortlist is something you can check rather than trust.
How it runsStep by step
- What Sara does
- Starts from the role: the brief, the rubric you set and any scoring notes for this job.
- Takes in the applicants: résumés, pasted profiles or a CSV, Greenhouse if you connect it, or the job board and the inbound API.
- Scores each applicant 1 to 5 on every criterion, quoting the résumé line each score relies on.
- Checks every quote word for word against the résumé, and caps the score when no quote survives.
- Rediscovers past applicants who fit the role, and sources new candidates once you approve the cost.
- Builds the shortlist, proposes interview times or sends the invite once you approve it, and writes the interview assessment from a recorded interview.
- What it needs from you
- A role brief and the rubric you hire to.
- Where the applicants come from.
- Where a person signs off
- Who you interview and who you hire stay with you.
- Nothing goes to a candidate until you approve it.
- Sourcing new candidates waits for you to confirm the cost.
- What you end up with
- Scorecards with the quoted evidence behind every score.
- A ranked shortlist, and an ideal-candidate profile for the role.
- Interview assessments, kept with the candidate.
Book a call30 minutes
See Sara run it on your own example.
We map it on the call, show you the worker running it on your own example, and leave you with a plan whether or not you sign up.
Pick a time in the calendar; the invite arrives straight away.Booking runs on Cal.com, which passes your details to the founders.
A 30-minute video call with the founders.
- Bring one job that eats your week.
- We map it, then show the worker running it on your own example.
- You leave with a plan, whether or not you sign up.