Give your organisation one defensible standard for who gets interviewed.
Set one approved hiring standard before screening begins. Every CV is evaluated against the same explainable framework, so TA and leadership can move quickly without compromising decision quality.
Boards expect both hiring speed and hiring discipline. Black-box matching does not hold up under review. You need approved criteria, explainable outcomes, and one operating view that does not depend on individual recruiter interpretation.
From approved criteria to confident shortlists
Publish the role
Create or paste the JD. TigerHire builds a role-specific evaluation baseline tied to business priorities.
Hiring manager locks the bar
The HM approves criteria and ideal profile before scoring starts, preventing late-stage alignment failures.
Screen with one standard
Every applicant gets the same structured evaluation and plain-language rationale against the approved standard.
Review with evidence
Pipeline reviews run on shared signals instead of fragmented spreadsheets or opinion-based escalation.
Run hiring end-to-end
Run pipeline, interviews, assessments, and approvals in one governed system with audit-ready handoffs.
ATS depth, WhatsApp-first candidate journeys, enterprise SSO, and market context — see the full product page.
What CHROs and heads of talent get
- —Aligned bar:HMs commit to criteria before screening — fewer escalations and fewer “that wasn't what we meant” moments.
- —Explainable decisions: Verdicts and reasoning your team can repeat to leadership without apologising for a black box.
- —Operating rhythm: One place for intake, evidence, pipeline, and handoffs — so TA scales without losing governance.
Want the technical view on scoring layers, market intelligence, and how we compare to other tools? Read Talent Intelligence on the product page.
Recent platform controls for leadership confidence
Security controls expanded
Stronger authentication and abuse resistance across high-impact recruiter actions.
Operational visibility
Improved telemetry surfaces latency and scoring issues earlier in active hiring cycles.
Compliance workflows
Retention and data subject reporting supports audit-readiness as hiring scales.
Standardise hiring quality without the drama.
Walk through criteria governance, explainable verdicts, and implementation fit with your existing hiring process.