Agree on what matters.
Agree on the skills and experience needed for the role before reviewing applications.
CLEAR CRITERIA. INFORMED DECISIONS.
Great hires start
with clearer evidence.
Agree on job requirements, review applications with supporting evidence, and manage interviews and offers in one place.
TIGERHIRE / CANDIDATE REVIEWSample review
AK
Alex Kumar
Senior Product Engineer
REVIEW AGAINST APPROVED REQUIREMENTS
Experience, backed by evidence.
Product engineering
SupportedCV evidence: built and shipped a customer-facing platform.
Team collaboration
SupportedCV evidence: worked with product and design on delivery.
FOLLOW UP IN THE INTERVIEW
See a candidate review What was your ownership of the platform’s architecture?
Built for the people behind every hire.
A BETTER WAY TO HIRELess guesswork.
Less guesswork.
More understanding.
Compare applications against the same requirements and see the reasons behind each recommendation.
FROM FIRST APPLICATION TO FINAL DECISIONOne shared view.
One shared view.
Every next step.
Give recruiters and hiring managers a clearer picture of the work, the candidates, and the decisions ahead.
Explore the product01
Applications
Bring applications and referrals together.
02
Review
Compare each candidate’s experience with the job requirements.
03
Interview
Coordinate conversations and capture feedback.
04
Decide
Record decisions and agree on the next action.
PRODUCT
Review candidates with evidence
Review people against criteria your hiring manager approves. See the evidence, then decide who to interview.
Job criteria
Job criteria, built with AI
from your job description
Add a job title and description. TigerHire drafts the skills, priorities, and experience to assess. Your hiring manager reviews and approves these criteria before candidates are scored.
Must-haves & nice-to-haves
Weighted skills extracted from your title and description — specific to the role, not a generic template.
Scoring dimensions (100%)
Dimensions such as technical fit, experience relevance, and communication — with weights that sum to 100 so FitScore stays comparable.
Ideal candidate profile
A summary your hiring manager can review and edit before candidate scoring begins.
Red-flag indicators
Role-specific warning signals to surface during screening, aligned to how you actually hire.
Create criteria in the job workspace. They are saved with the role and used for scoring after hiring manager approval.
Next: the five-step flowHow it works
Five steps from job description to shortlist
01
Describe the role
Turn the job description and business requirements into clear assessment criteria.
02
Define the criteria
Agree on essential skills, their importance, and which gaps can be addressed through training.
03
Manager approval
The hiring manager approves the criteria before candidate scoring begins.
04
Candidates scored
Review each candidate’s evidence, gaps, and questions to explore in an interview.
05
Review the shortlist
Compare candidates, record decisions, and feed outcomes back into future scoring.
WhatsApp for candidates
Connect through the channels candidates already use
Use WhatsApp for CVs (resumes), reminders and replies. Manage your pipeline and approvals in the web app.
Guided resume submission
Candidates can share a resume in chat to create a profile for the role.
Relevant job recommendations
Share relevant roles with an explanation of how each candidate’s experience matches.
Apply through chat
Candidates can respond to a role in chat and continue their application.
Coordinated scheduling
Candidates choose interview times and receive reminders in chat. Your team manages the schedule in TigerHire.
Referral capture
Collect referrals in chat and keep them in the same hiring workflow.
Recorded references
Capture references in a structured, timestamped format linked to each candidate record.
Candidate consent
Ask for consent before processing a candidate’s resume.
TigerHire Talent Intelligence
Understand role fit.
Review the evidence.
Combine role fit, ideal candidate criteria, and market context in a recommendation your team can review.
Layer 1
FitScore
FitScore is a score from 0 to 100 that shows how closely a CV matches the role. It uses the criteria your hiring manager approved.
0 – 100 role match
Layer 2
Ideal Profile Match
Compare the candidate with your team’s agreed profile, including essential requirements.
% match vs. ideal
Layer 3
Market position
When enough comparable candidate data is available, see how a profile compares with others. With less data, start with FitScore.
Market percentile when data is sufficient
A recommendation with supporting evidence
Labels include Strong Hire, Safe Hire, Hidden Gem, Niche Talent, and Pass. A smaller pool may show Good Fit or Moderate. Each result includes the evidence behind it.
Review this in a live walkthroughRole-specific scoring intelligence
121 role templates · 20 industries · 492 weighted criteria. TigerHire adapts the criteria to each role. Examples are shown below.
Technical Scrum Master
Delivery GovernanceTechnical AcumenRisk ManagementStakeholder Communication
UX Designer
AccessibilityComponent DesignUser ResearchCollaboration & Handoff
Chartered Accountant
IFRS reportingTax complianceAudit & assuranceAdvisory
TigerHire vs other tools
Compare approaches to candidate review
TigerHire approach
What you get
Recommendation with supporting evidence
Job criteria
AI drafts job criteria using 121 templates across 20 industries
Scoring depth
Criteria weighted by importance and approved by your hiring manager
Criteria approval
Hiring manager approves the criteria before candidates are scored
Ideal hire
A profile approved by your hiring manager
Market view
Comparable candidates, when enough data is available
Candidate flow
WhatsApp and web application tracking
After the score
Candidate tracking, interview feedback, finance approvals, and offers
Sign-in and account access
Microsoft sign-in and account provisioning controls
Old approach
What you get
Match percentage
Job criteria
Job description to score
Scoring depth
Generic skills / keywords
Criteria approval
Scoring before criteria are agreed
Ideal hire
Statistical average
Market view
Global / generic
Candidate flow
Portal only
After the score
Export or many separate tools
Sign-in and account access
Password sign-in
Applicant tracking system
Your complete hiring workflow. Connected from start to finish.
Review applications, schedule interviews, collect feedback and manage approvals through to an offer.
Pipeline Management
Kanban board with configurable stages per job. Drag to advance or reject with reason.
Assessment Rounds
Written tests, coding challenges, and take-home projects. Configure pass thresholds and stage rules to match your process.
Interview Scorecards
Structured feedback is required before stage progression. Panel scores are aggregated automatically.
Finance Approval Gate
Offers route to Finance for compensation sign-off before reaching the candidate, with a full audit trail.
Role-Based Access
Recruiter, Interviewer, Hiring Manager, and Finance permissions. One person can hold all roles.
Analytics
Pipeline funnel, time-to-hire, and source effectiveness with CSV export.
For companies
- ✓Manager-approved criteria, FitScore, ideal candidate matching, and market context when enough data is available
- ✓Candidate recommendations with supporting evidence
- ✓Track applications, interviews and offers, with finance approval where required
- ✓Funnel and source analytics
For candidates
- ✓Share your CV on WhatsApp and see how your experience matches relevant roles
- ✓Follow application steps and receive interview options and updates on WhatsApp
- ✓Track applications and CV versions in one place
Governance foundation
Practical controls for responsible hiring
Manage access, approvals, and records alongside your everyday hiring work.
Included
Microsoft sign-in and domain controls
Manage access using verified email domains and Microsoft sign-in.
Included
Two-factor authentication policies
Set authentication policies for recruiters and approvers as authenticator enrolment becomes available.
Included
Compliance actions
Manage data retention and personal data requests, with records your team can review.
Included
Finance approval gate
Require finance approval of compensation before an offer is sent.
See it on your own role.
Bring a job description. We will show the criteria, the evidence, and the recommendation.
FOR COMPANIES
One standard for every hire
Agree on the requirements before screening. Then review every candidate against the same criteria.
Hiring teams need speed and consistency. Agreed criteria, clear explanations, and shared records help recruiters and managers make decisions together.
Common hiring challenges
A score with no explanation is hard to defend.
Common hiring challenges
Interview opinions drift from the agreed requirements.
Common hiring challenges
Hiring should not depend on one person's memory.
A shared approach
Agreed criteria, clear explanations, and a shared workflow from application to decision.
How talent teams run it
From approved criteria to confident shortlists
STEP 01
Publish the role
Add a job description. TigerHire helps create assessment criteria based on the role’s requirements.
STEP 02
Approve the hiring criteria
The hiring manager approves the criteria and ideal candidate profile before scoring begins.
STEP 03
Screen with one standard
Review applicants against the approved criteria, with scores and explanations your team can check.
STEP 04
Review with evidence
Review candidates together using the same evidence and explanations.
STEP 05
Manage hiring from application to offer
Manage candidates, interviews, assessments, and approvals in one place, with a record of each step.
Explore application tracking, WhatsApp communication, access controls and candidate comparisons on the product page.
What people leaders and hiring teams can review
What people leaders and hiring teams can review
- —Agreed requirements: Managers agree the criteria before screening starts.
- —Explainable decisions: Share the supporting evidence with your team and leadership.
- —Shared progress: Applications, candidate evidence and hiring stages stay in one place.
Want the technical view on scoring layers, market intelligence, and how we compare to other tools? Read Talent Intelligence on the product page.
Applications and referrals
Connect with more candidates through applications and referrals
Candidates can apply on WhatsApp or the web. Referrals use tracked links. Everyone is reviewed against the same criteria.
Applications through WhatsApp
Candidates can share a CV, compare their experience with a role and receive interview options on WhatsApp.
Referrals, built in
Employees and external referrers share role-specific links. Every referral is tracked, scored, and credited back automatically.
Consistent criteria across sources
Review direct applications and referrals in the same workflow, using the approved criteria.
See the candidate side: how Refer & Earn works.
Governance & trust
The controls your security and legal teams already ask for
Sign-in and access controls
Manage Microsoft sign-in, approved email domains and authentication policies for your team.
Records you can review
Review records of candidate recommendations, approvals and stage changes. Manage data retention and personal data requests.
Progress across roles
Review progress across open roles and see where work needs attention.
Agree
Set the job requirements
Review
Compare candidate evidence
Track
Follow hiring progress
Decide
Record your team’s decisions
Build a consistent hiring process across your team.
See how shared criteria, clear recommendations, and team approvals fit your hiring process.
FOR AGENCIES
Shortlists clients can trust
Agree on the brief before screening. Share the evidence behind each recommendation.
The agency workflow
From job description to a shortlist your client will trust
STEP 01
Receive the job description
Create assessment criteria from the job description for your client to review.
STEP 02
Refine the criteria
Adjust the importance of each requirement and the candidate profile to match your client’s brief.
STEP 03
Get client approval
Ask the client to approve the criteria before candidate scoring begins.
STEP 04
Score every candidate
Review ranked candidates and share the reasons behind each recommendation.
STEP 05
Explain each recommendation
Use candidate evidence to answer your client’s questions about the shortlist.
Clear answers to “Why is this candidate a good fit?”
Clear answers to “Why is this candidate a good fit?”
Share one review format with your client, with the evidence for each recommendation.
Curious how scores, ideal match, and market rank fit together? Read the full product breakdown.
Sample scorecard
78
FitScore vs role
62%
vs client's ideal
Top 12%
market percentile
Illustrative scores. A consistent format helps clients compare candidates against the same requirements.
Candidate supply
More time with candidates. Less time on follow-ups.
Use WhatsApp for candidate messages and tracked links for referrals. Keep the review in one place.
WhatsApp-first apply
Candidates can share their CV and receive application updates on WhatsApp.
Refer & Earn for your network
Your recruiters and contacts can share referral links for each role. Track where each referral came from.
Scores with supporting evidence
Review direct and referred applicants against the same job requirements.
See the candidate side: how Refer & Earn works.
Built for agency workflows
Protect delivery quality, submission after submission
One set of criteria per role
Agree on the requirements with your client so every recruiter reviews candidates against the same criteria.
Explain each recommendation
Use the supporting evidence to explain why you recommend a candidate and what still needs checking.
Client-ready handoffs
Use a consistent scorecard to discuss the candidate’s experience, strengths and unanswered questions with your client.
Agency-friendly pricing
Pricing depends on the features and support your agency needs. Contact us to discuss the right plan for your team.
View pricingGive every shortlist a clear explanation.
Put the agreed criteria in front of every submission, then walk into the review with evidence.
YOUR NEXT CHAPTERGood work starts
Good work starts
with the right opportunity.
Explore jobs, understand your fit, and prepare an application that reflects your experience.
Explore open jobs