PlaybooksSkills-based hiring
Match on what people can do.
Skills-based hiring, delivered running: agents read your ATS, score every applicant on demonstrated skills, and land ranked shortlists back where you work: evidence on every name.
Playbook · installed
The skills-based hiring playbook
Vacancies defined by what the work needs, candidates matched on what they can do. The evidence decides, not the diploma.
The hiring manager signs off every profile before it goes live.
A degree is a signal, never a gate.
One pass. Everything above, working.Nothing you didn't see.
Start skills-based hiringYour problem, solved.
“We’re screening by CV keywords. Strong people get filtered out, and there’s no evidence behind the shortlist.”
CV keywordsskills, with evidence.
Agents score every applicant on what they can actually do: evidence-extracted, never keyword-matched, and every score carries its reasoning.
A CV, a hunch, a 45-minute conversation, and a hiring call that’s indefensible when someone challenges it.
A hunch you defend in a meetinga shortlist you can defend anywhere.
Ranked, evidence-backed shortlists land inside your ATS, side by side against your current screening. The hiring manager makes the call, and can show why.
The candidate base isn’t skills-searchable: filtering stops at the basics, and everyone who ever applied is invisible to the vacancy you opened today.
The base you never searchyour best sourcing channel, lit back up.
Skills-search over everyone who ever applied: the whole historic base, rediscovered for every new vacancy.
What it is, how it lands.
Vacancies defined by the skills the work actually needs.
Candidates matched on what they can demonstrably do.
The evidence decides: a degree is a signal, never a gate.
It widens the pool and sharpens the call: capability counts, and every decision carries its why, so it holds up when a candidate, a works council or a regulator asks how it was made.
Scope it in one conversation
Bring the vacancy that hurts. We map it against the playbook and you leave with the exact plan: what connects, what the rubric covers, what lands where.
Live in weeks, in your ATS
We connect your ATS, configure the programs and tune the rubric on your real cases: you see it working on your own vacancies before it touches anyone. Nothing to migrate; your flow stays.
Then it runs
The agents work daily; your recruiters approve what matters. Change your process? Say it. It’s configuration, not a change request. We operate, monitor and improve it.
Recruitee
Greenhouse
PersonioThe value you get back.
The screening legwork, off your week
Every applicant read, scored and ranked before your recruiters open the pipeline. Their attention goes to the conversations that matter, not the pile.
Decisions that survive challenge
Every shortlist carries its evidence and every score its why: defensible to a candidate, a works council, an audit. Hiring is high-risk under the EU AI Act; this is built for exactly that.
A candidate base that compounds
Everyone who ever applied becomes skills-searchable, so every new vacancy starts from talent you already have: sourcing gets cheaper the longer it runs.
Straight answers.
Scale-ups with an active hiring push and an ATS in place. The trigger signals: a role with high applicant volume, a quality-of-hire problem someone senior has named, or a DEI or compliance reason to make screening defensible.
Hiring on what people can do instead of what their CV looks like: every vacancy defined by the skills the work actually needs, every candidate matched on demonstrated skills, with the evidence attached. A degree is a signal, never a gate.
Keyword search finds words; it can’t tell a claim from a capability. Here skills are evidence-extracted from what candidates supply and scored against a rubric you agreed on. The same one, every time, and every score carries its why.
No. Your ATS stays the system of record; the intelligence arrives inside it. Implemented connectors only: Recruitee, Greenhouse and Personio today: running something else, say it in the scoping conversation.
Hiring is a high-risk domain under the Act, and we built for that from day one: no automated decision-making, ever: sign-offs are recorded human acts, every recommendation is traceable to its evidence, and your data stays yours.
An upfront delivery fee sized to the solution, plus a monthly platform fee, never per-seat. Numbers land in the scoping conversation, on your case.
Built to run daily in your ATS: screening, matching, ranked shortlists, with your recruiters keeping every call.
The shape.
Scoped in one conversation. Installed and tuned on your real cases in weeks. Then it runs: we do the legwork, you approve what matters, and when your process changes the playbook changes with it. Upfront delivery fee + monthly platform fee, sized to the solution, never to your headcount.
This playbook, in your tools: Skills-based hiring in your ATS · Skills-based hiring in Recruitee.
