Skills-based hiring, in the Greenhouse you already run.
Nothing to migrate. Agents read your Greenhouse, understand what every candidate can actually do, and write shortlists back, with the evidence attached.
GreenhouseYour Greenhouse knows process, not skills.
Scorecard discipline exists, but the evidence behind the scores lives in heads and notes.
Structured but heavy: under time pressure, teams under-fill the scorecards the process depends on.
Everyone who ever applied is invisible to the vacancy you opened today. That’s your best sourcing channel, dark.
What you actually get.
Ranked shortlists, in your ATS
Every open vacancy gets a ranked shortlist written back where you already work, every name with the evidence behind it.
A rubric per vacancy
Each vacancy read into the skills the work actually needs, agreed with you and applied the same way to every applicant.
Your whole base, skills-searchable
Everyone who ever applied becomes searchable on what they can do. Your best sourcing channel, lit back up.
This is the playbook.
Everything that enters your organisation, on the back of the box: the programs, the agents, the rules they work under, and where it lands. The blank page is the trap; the playbook is the head start.
The shape: scoped in one conversation · live in weeks · then it runs. We do this so often it’s weeks, not months.
See the full playbook →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 hiringUnder the playbook: one engine.
A skills engine on a real taxonomy. Memory that holds your people-world with provenance. Market intelligence. Validated psychometrics. And on top of it: solutions built in conversation, delivered running in weeks.
How the skills engine works →The engine
Running under every playbook.
- Skills
- A taxonomy the size of the real labor market, with proficiency, not tags.
- Memory
- Your people-world, held with provenance: every fact carries its source, timestamp and confidence.
- Market intelligence
- Salary, scarcity and demand on your open roles.
- Psychometrics
- Validated instruments, consistently scored. No AI psychoanalysis, ever.
More on the shelf.
Straight answers.
No. Greenhouse stays the system of record; the intelligence arrives inside it.
Jobs, candidates and applications, in sync.
Against a rubric drafted from the vacancy itself. Skills are evidence-extracted, never keyword-matched, and every score carries its why.
That’s the point: your whole historic base becomes skills-searchable for every new vacancy.
An upfront delivery fee sized to the solution, plus a monthly platform fee. No per-seat games, no surprise integrations line. Numbers land in the scoping conversation, on your case.
Evidence on every name: “show me why” is a click.
No automated decisions: your people keep every call.
Your data stays yours: exportable, always.
Also for: Recruitee · Personio. Or see skills-based hiring in your ATS · the skills-based hiring playbook · how the skills engine works · all integrations.
