hrGenie
A vague complaint about hiring, turned into a product recruiters act on.
Time to produce a shortlist
Less recruiter time spent on first-pass reading
Applications assessed a month, at production volume
The problem as it arrived
The client did not bring a specification. He brought a frustration he had lived with: hiring took far too long, and after all that time the shortlist still was not reliably good.
The first cost was visible and everybody complained about it. The second was the shortlist itself, and it was the more expensive, because nobody can count the good candidate they never interviewed.
What we built
Multi-stage evaluation against the job description. Rather than scoring a CV once and ranking the results, the system assesses every application in stages against the role as written.
An early stage sets aside anyone who does not meet the stated requirements. Later stages weigh the depth and relevance of the experience and the evidence behind each claim, judged against the job description rather than a keyword list.
Why a recruiter uses it
A shortlist is worth nothing if the recruiter does not act on it. That was the real design problem, and it is where most hiring tools fail.
Every judgement is shown alongside the part of the application it came from, so a recruiter can satisfy themselves in seconds instead of reopening each CV, and defend the decision afterwards.
The brief was three sentences long. The specification came out of working out what a good shortlist actually meant to the person complaining about it.
AnyDayJob
A student's job search, run from end to end by software.
Bring us the problem before it becomes a specification.
Whether you are testing a new idea, replacing a system that has stopped keeping up, or looking for an engineering team you do not have to hire, the useful first conversation is about the business rather than the software. We will tell you honestly if the work is smaller than you think.