I qualify them, you just review
Most tools are a chat box on top of a database lookup. There is no model of what makes a good hire, so results shift every time you press run. I score the same brief the same way every time, and I show my work so you can defend it.
$100 of credits on us. No card required.
We agree the bar once
What matters, what is nice to have, what is a hard no. I write it down so we are scoring the same thing every time.
I score deterministically
Same brief, same evidence, same result. No creative re-rankings between Monday and Thursday.
You see the reasoning
Each score comes with what raised it and what held it back, so you can disagree with me on specifics.
This is what lands in your channel
Not a dashboard to check. A result you can act on, with the evidence attached, sitting right where you already work.
A shortlist that survives the hiring manager
Real calibration
Change one dimension and I recompute the rest. A senior search stops carrying junior skills and scope, because I re-derive the entire intent instead of swapping a keyword.
Reproducible results
The same brief produces the same reasoning and the same shortlist. No lottery, no silent drift between runs.
Evidence on every claim
Each score points at the artifact behind it: a repository, a paper, a shipped product, a talk. You can check me.
Structured, not vibes
Scoring is grounded in structured evaluation research rather than a prompt that says pick the best five.
Why this person, and why not that one. A shortlist that cannot answer both is a shortlist you cannot use.
Skills, workflows and memory, already in place
A blank assistant starts from your instructions every time. I start from your last twenty decisions and the way this role usually goes.
Titles lie and stacks change. I look at what someone shipped, who they shipped it with, and how fast they grew into the work.
You get the commit, the talk, the customer they carried, the line in the release notes. If I cannot show why, I do not claim it.
Your bar becomes a written rubric I apply the same way on Monday and on Friday, so a shortlist is comparable instead of moody.
Disagree with a score and I show the reasoning behind it, then carry your correction into the next batch.
Let me calibrate to your real bar
Show me a few people you liked and a few you passed on. I will learn the difference.