I'm working on Hiring Method ( https://hiring-method.com )

flags or downvotes probably come from people being skeptical about automated CV evaluation. also matching requirements should be secondary to experience. someone who has done a few react websites will not be as qualified for your react job as someone that has done 10 years of angular and vue and can learn react in a short time.

As someone who worked on HR Tech in 2024-2025, I think you're really solving a problem here. Cat is out of the bag already it's not like HR can go back to the pre-AI world ... I'm also puzzled by the flags. Congrats on your project :) I like the landing page.

I'm curious how you're addressing any legal aspects about this: > No black-box AI. Every candidate gets a detailed match receipt explaining exactly why they scored an 85%, complete with contextual evidence from their CV. HR teams like to play dead when they actually have a file with detailed feedback on a candidate. Yet, they choose to keep that to themselves out of baseless legal fear. I wonder how that works out when somebody proves a company's filter consistently proves a specific bias gets rejected systematically. and > Automated assignment validation which is particularly troubling for devs: companies scaling assignments as first screen. How do you get around "AI evaluating AI" loops especially about assignments ?

For a while a "cv2vec" lingered in my mind, but abandoned it due to the sheer volume of PII I'd need. How do you deal with CVs like mine that refuse to list every <fancy keyword> I'm familiar with because it's pointless clutter? In that sense, and IME, the companies that only hire perfect fits are, more often than not, toxic.

I sort of wish employers would use this and also the applicants could see the metric. How much time would be saved if neither side bothered with bad fits?

Interesting, but given an easy access to AI, employers would get hundreds if not thousands of wonderfully written, properly suited CV. And everyone will have cool Github portfolio (with AI-generated projects). Good luck finding the right person in such environment. So I am wondering what kind of tooling would be able to somehow spot the right people among flood of AI slops.

Everyone is building scoring with AI and everyone is providing clues like: These are the 5 things we will score each candidate on, and here is how the candidates scored against each item. And here is the total score because of it. P.S I work in an hrtech company.