Four specialist agents — skills, experience, culture-fit, compensation-band — evaluate every resume concurrently, then write evidence-backed shortlists straight into Greenhouse, Lever, Workday, and 8 other ATS platforms. Built for EU AI Act and NCOIL transparency from day one.
We have shipped this pipeline against every one of these. Pick the one that describes your week.
A single high-volume requisition pulls 800-2,400 applications in 72 hours
Off-the-shelf AI screeners output a single number with no evidence
Greenhouse, Lever, and Workday hold the data but cannot reason over it
Single-prompt GPT screeners invent experience the candidate never had
Median time from application to recruiter contact is 6-9 business days
A single high-volume requisition pulls 800-2,400 applications in 72 hours
Top candidates churn out before anyone reads their resume; recruiters review the top 50 by submission time, not by fit
30-45% of qualified candidates never get a human review
Engineering view: Each failure mode is solvable. The hard part is solving all five without trading one for another.
No marketing fluff. These are the architectural choices behind the 300/hour and 92% precision.
Four specialist agents — skills, experience, culture-fit, compensation-band — run concurrently per resume, orchestrated with LangGraph. No monolithic prompt, no hidden reasoning.
LlamaParse handles structured layouts; unstructured.io takes scanned PDFs, multi-column CVs, and design-heavy portfolios. Identity-stripping happens before any agent sees the document.
Qdrant vector search over an OpenAI-embedded skills taxonomy resolves "K8s" to "Kubernetes", "RN" to "Registered Nurse", and surfaces adjacent-skill candidates the keyword filter misses.
Every sub-score ships with the literal resume span that produced it. Recruiters audit the reasoning in two clicks; legal gets the provenance log it needs for EU AI Act and NCOIL.
Scored shortlists, evidence spans, and audit trails write back to the candidate record in Greenhouse, Lever, Workday, BambooHR, iCIMS, Ashby, SmartRecruiters, JazzHR, JobScore, Recruitee, and Workable.
Counterfactual testing across protected classes runs on every rubric change. Compensation-band agent is isolated so stated salary cannot anchor downstream scoring. OpenLineage captures every decision.
Six stages from requisition open to ATS write-back. Every stage is observable, replayable, and audited.
Requisition created in Greenhouse, Lever, Workday, or any of 11 supported platforms. Webhook fires the moment the role goes live.
Webhook payload delivers candidate record. Our queue picks it up in under 400ms and routes to the parser layer.
LlamaParse extracts structured sections from clean PDFs and DOCX. unstructured.io fallback handles scans, columns, and portfolio formats.
Skills agent, experience agent, culture-fit agent, and compensation-band agent run concurrently. Each emits a sub-score with evidence spans.
Rubric weights (configurable per role family) combine sub-scores into a final match score. Confidence intervals flag low-evidence ranks for recruiter review.
Final score, sub-scores, evidence spans, and provenance metadata write back to the candidate record. Recruiter sees explainable ranking inside their existing tool.
Volume, compliance, and credential complexity each stress the pipeline differently. The architecture handles all three.
Seasonal hiring spikes of 5,000-15,000 applications per week. Parallel screening absorbs the surge without adding recruiters.
RPO firms running 50,000+ applications per week through a single pipeline. Multi-tenant ATS write-back across client orgs.
Engineering and product roles where skills taxonomy matters more than keywords. Qdrant resolves frameworks, languages, and adjacent experience.
Licensed-role hiring with credential verification, region-locked compliance, and partnership-track signaling baked into the rubric.
Licensure parsing, multi-state credential matching, and shift-pattern fit scoring for clinical and allied health roles.
Benchmarked on production traffic across high-volume retail, RPO, tech recruiting, and healthcare deployments.
Two-week pilot. Eight-week production. No production rollout without the bias audit.
We sit with your recruiters and translate their existing judgment into a structured rubric — skills weights, experience anchors, culture signals, comp bands per role family.
Live integration with one platform (Greenhouse, Lever, or Workday) on one role family. Parallel screening runs alongside human screening; we benchmark precision against the recruiter baseline.
Counterfactual testing across protected classes, OpenLineage provenance instrumentation, Sentry observability, recruiter-override loops feeding back into the rubric.
Expansion to additional ATS platforms in your stack (BambooHR, iCIMS, Ashby, SmartRecruiters, JazzHR, JobScore, Recruitee, Workable) and full role-family coverage.
No surface-level answers. These are the conversations we have on the discovery call.
Two-week pilot on one ATS and one role family. We benchmark against your recruiter baseline before anything ships to production.
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