Transparent opportunity matching and shortlist platform

Reduce time to a defensible shortlist while keeping candidates informed. For recruiters and hiring managers filling skilled roles in small and mid-sized companies, convert job requirements, candidate profiles, assessment results and hiring constraints into a reviewer-approved shortlist with visible match reasons. The benefit is a testable hypothesis, measured through shortlists accepted per recruiter hour and candidate drop-off after first contact; do not assume that AI output alone produces business value.

Confirm the buyer's problem and scope, collect job requirements, candidate profiles, assessment results and hiring constraints, then follow this sequence: 1. Screen and filter applicants against stated requirements. 2. Assess technical and soft skills with structured tasks. 3. Match candidates to roles and show the reasons for each match. Resolve uncertain cases with qualified reviewers, approve a reviewer-approved shortlist with visible match reasons, and measure shortlists accepted per recruiter hour and candidate drop-off after first contact against a documented baseline.

How the AI works

Use AI to interpret permitted inputs, suggest structured mappings and generate candidate outputs for the stated task modules. Use deterministic code for scoring rules, schema validation, hard constraints and reproducible tests. Review source-linked explanations and uncertainty before accepting results. Final hiring decisions, compliance judgments and payment approvals remain human. A model suggestion is never a verified fact, professional decision or authorization to act.

Safeguards

Preserve candidate privacy, source attribution, assessment accuracy and usage permissions. Hiring managers approve substantive decisions and offer scope. One role family and one hiring region; final hiring, compliance and payment decisions remain human. Keep all consequential actions under authorized human control and do not fabricate missing inputs, permissions, professional judgments or market evidence.

What to build first

Pilot scope: One role family and one hiring region; final hiring, compliance and payment decisions remain human. Implement one approved input format, a bounded representative candidate set and the first three task modules: screen and filter applicants; assess technical and soft skills; match candidates to roles with visible reasons. Support the remaining modules with operator review: customizable postings, progress dashboard, HR/ATS sync, analytics, copy generation, grammar and tone, real-time suggestions, platform connections, global sourcing, compliance and onboarding, payments and benefits. Include source references, corrections, basic organization access, approval states, export and value measurement. Use managed operator assistance for unresolved exceptions. The cost estimate covers this narrow prototype, not unrestricted multi-tenant scale, complex production integrations, specialist certification or physical operations.

What it can connect to

Employer-owned job descriptions, authorized candidate profiles and permitted assessment sources. HR and applicant tracking systems, calendar and email, workplace platforms and payment providers. Start with file exchange and validate destination specifications before promising direct ATS writes. Start with authorized file exchange. Validate current provider access, usage rights and schema behavior before promising a connector.

The screens in detail

Primary screens: Role brief and requirements, Candidate review and shortlist, Outreach and onboarding. Use a list of open roles, a central candidate comparison canvas, and a right-hand panel for match reasons, assessment evidence and comments. Let users compare candidates side by side. Display screened, assessed, shortlisted and hired states. Provide a candidate-facing view showing why they were matched and what happens next. Make the task-specific outcome reviewer-approved shortlist with visible match reasons visible beside its evidence, review state and value baseline.