An applicant first sees our “Vibe Check” for the role, which includes some “dealbreakers” – things that may serve as an auto-rejection for the role – as well as an overall score and conclusion for them.
If a user decides to continue, we run our deeper, full analysis
The first thing they see is a list of major gaps that need to be addressed by telling stories. This helps guide users towards filling out their background with stories so that we can all do less guesswork. These are the same assessment criteria outlined in the first step of the process
As the user tells stories, we gather quantitative and qualitative outcomes from their jobs, and can provide those as references upon request. We are also able to compare details shared in these stories with what they mention in interviews to ensure there isn’t any trickery going on.
Next, the user can explore narrative information and overall scores:
That’s it! Every time they tell another story to fill in more gaps, we update our scores and understanding of the user.
We can reach out throughout the process and ensure, manually, that applicants are satisfied and ready to go.
No resumes (unless you want resumes), just deep insights.
If you start this process after October 15th, Applicants will have a button to click to actually submit themselves for consideration, rather than us manually checking things.
