You are judged on a shortlist you have no way to verify.

1. 01

   Every application now reads like a strong application.

   AI writes the CV, tailors it to your advert and clears your keyword scan. The document that used to carry some signal now carries almost none, and you receive hundreds of them per role.

2. 02

   You cannot check a single technical claim.

   Someone says they have run incident response in a live SOC. There is nothing on that page you can test, and the only person who could tell you is the engineer whose time you are trying not to spend.

3. 03

   The hiring manager rejects the shortlist.

   You spend a week building it. They interview two people and come back with “none of these are technical enough.” You start again, and the vacancy has now been open a month.

4. 04

   You pay agency fees for people you already have.

   Agency fees buy new introductions. The strong applicant sitting unread in your own pipeline cost nothing, and the only reason nobody found them is that nobody had the hours to look.

5. 05

   Time-to-hire is your number, and it keeps slipping.

   Every re-run of the shortlist adds weeks. You are measured on a figure largely determined by a screening step you have never been given the tools to do.

6. 06

   Six months later, nobody can say why.

   Someone asks why a particular candidate did not progress. What you have is a recollection and an inbox, not an answer you would want to give twice.

1. It arrives ranked, with the reasons attached.

   Not a longer list. The few worth interviewing, ordered by what they actually demonstrated, with a written rationale you can forward to the hiring manager without editing it.

2. No engineering time is spent screening.

   We build the assessment from your job spec, run the candidate process and review the results. Your security team sees a shortlist, not a pile. Their involvement is one briefing call.

3. It runs on the process you already have.

   Keep your advert, your careers page and your ATS. Candidates get a link, so there is nothing to install, nothing to migrate and no platform for your team to learn.

The objections you will get, answered.

Will adding an assessment cost us applicants?

Strong candidates tend to prefer it, because it is the first stage that lets them show what they can do rather than describe it. We invite candidates and send reminders, and completion is tracked per campaign so you can see exactly what happened rather than guessing.

Do I need to understand the technical content?

No. You brief us on the role. We build the assessment, review the results and hand back a ranked shortlist with a written rationale in plain language. The technical judgement is ours to make and yours to forward.

How does it fit our ATS and our existing process?

Send us the role and the candidates you already have, or connect your ATS directly. Candidates receive a link. Your advert, your careers page and your workflow stay exactly as they are.

What if the hiring manager still disagrees with the shortlist?

Then you have something concrete to disagree about. The report shows what each candidate did, per skill, with the underlying answers. That turns a conversation about impressions into a conversation about evidence, which is a much easier conversation to be on the right side of.

Is it fair to candidates?

Every candidate faces the same scenario and is scored the same way, which removes a great deal of the variability that makes CV screening and unstructured interviews so inconsistent. People without the perfect background get a route to prove they can do the work.

How quickly can we start?

Send us one live role. We build the assessment around it, open it to your candidates, and hand back the shortlist. There is no recurring commitment and nothing to unwind if you only ever run one.