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It scores a resume against your job description and returns an evidence-backed fit scorecard: strengths, gaps, and the evidence behind each call, so screening is consistent across candidates.

No. It produces screening support. Hiring decisions stay with people, and a score should never be the only input to one.

Each call is tied to something in the resume or the job description, so a reviewer can check the reasoning instead of trusting a number.

Use it to structure the first conversation. A gap is a prompt to ask about, not a reason to reject before speaking to the candidate.

It applies the same job description to every resume, which removes some inconsistency. It cannot audit your process or your requirements for bias — that remains your responsibility.

It reads only what is in the documents you provide, so it cannot see work that is not described there. Treat the scorecard as structured notes, not a verdict.