Give your organisation one
defensible standard for who gets interviewed.
Set the bar before screening starts. Every candidate is judged against one explainable framework — so TA and leadership move faster without giving up rigour.
Boards want hiring that's fast and disciplined. Black-box matching can't survive a review. What holds up: approved criteria, explainable outcomes, and a single operating picture that doesn't ride on one recruiter's judgment.
Hiring chaos today
Black-box matching can't survive a review.
Hiring chaos today
Subjective interview loops create downstream misalignment.
Hiring chaos today
Operating picture doesn't ride on one recruiter's judgment.
TigerHire answer
Approved criteria, explainable outcomes, and one operating rhythm from intake to final verdict.
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
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.
Quality candidates show up without the sourcing grind
WhatsApp-native applications meet candidates where they actually reply. Refer & Earn turns your employees and network into a tracked referral pipeline. Whichever door a candidate came through, the same approved bar judges them all.
WhatsApp-first apply
Candidates drop a CV in chat, see how they fit, and pick interview slots — without bouncing through a careers portal.
Refer & Earn, built in
Employees and external referrers share role-specific links. Every referral is tracked, scored, and credited back automatically.
Same bar, every source
WhatsApp, apply link, board URL, or referral — every candidate lands in the same pipeline against the approved standard.
See the candidate side: how Refer & Earn works.
The controls your security and legal teams already ask for
Enterprise identity, out of the box
Microsoft OAuth, domain controls, and org-wide 2FA. Your recruiters sign in the same way the rest of the company does.
Audit-ready by default
Every verdict, approval, and stage change is logged. DSR, retention, and access exports ship in the product — not as a project.
Predictable at scale
One operating view across roles, recruiters, and business units. Slippage shows up on a dashboard, not in a post-mortem.
1
approved bar per role
5
governed workflow stages
100%
scored against one rubric
0
black-box handoffs
Standardise hiring quality without the drama.
Walk through criteria governance, explainable verdicts, and implementation fit with your existing hiring process.