No setup. In your ATS.
Your job description does the work. The Screener reads it, works out what good looks like for that specific role, and weights the score accordingly. No profile to build, no criteria to type in, no project per vacancy.
The connector into your ATS is already built and tested. Switch it on for a role and your recruiters never leave the system they already have open.
The AI reads the job.
Science reads the person.
AI touches your job description and nothing else. The candidate is measured by a fixed instrument: twelve items, twelve prediction equations worked out in advance, scored against a norm group. The same arithmetic for everybody, every time. Nothing learns from who you hired last year, and nothing decides anything. You set the threshold. The call stays yours.
From a better shortlist to a better hire
Screening and assessing are two different jobs, and both of them always need doing. The Screener takes you from a thousand applicants to a shortlist. It measures behavior, returns one band, and stops. No report, no dashboard, no interview guide, and no aptitude measurement at all. That is exactly what makes it viable on 1,500 people.
Once you are down to the handful you are serious about, a deeper behavioral assessment tells you who to hire and how to interview them. Narrow twice and the whole funnel gets tighter than either stage manages on its own.
