One platform.
From job post to hiring verdict.
WhatsApp for chat-first candidates; web apply, email-to-job, and board apply URLs when you distribute roles externally — all ingested into the same pipeline. Web for your team: governance baseline, decision intelligence, and full ATS execution in one operating system.
Role rubrics
The JD Intelligence agent — from paste to rubric
Drop in a job title and description. Our agent builds a structured skills rubric on the job: what matters, how much it weighs, who “good” looks like, and what should worry you. That rubric powers FitScore and downstream screening so every candidate is read against the same bar — after your hiring manager approves it.
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 short narrative summary hiring managers can edit before anyone is scored, so the bar is explicit.
Red-flag indicators
Role-specific warning signals to surface during screening, aligned to how you actually hire.
Run from the job workspace; output is saved on the role and powers FitScore and screening after the hiring manager signs off.
Next: the five-step flowFive steps from job post to hired
Post your job
Launch a role brief and generate a role-specific evaluation baseline.
Rubric & criteria
Set weighted dimensions, ideal profile, and risk flags tied to business priorities.
HM reviews & approves
Approve the decision bar before screening to prevent downstream misalignment.
Candidates scored
Generate role-level scores, confidence signals, and evidence-backed rationale quickly.
Pipeline to hired
Run interviews, approvals, and offers while keeping decision traceability intact.
Hire where candidates already chat
Chat for CV drop, nudges, and replies; pipeline and approvals stay in the web app.
Guided CV intake
Candidates submit CVs in chat and enter scoring with structured, role-mapped profiles.
Priority match delivery
Share high-priority role matches with score context to improve candidate conversion.
Frictionless apply
One-reply applications reduce drop-off and accelerate movement into qualified pipeline.
Coordinated scheduling
Handle slot selection and reminders in chat while interview governance stays in ATS.
Referral capture
Capture referrals in chat and route them into governed candidate workflows.
Structured vouch signals
Capture references in structured, timestamped format linked to each candidate record.
Consent governance
Enforce explicit consent before CV processing to keep intake policy-aligned.
Other platforms tell you who matches the JD.
TigerHire tells you who to hire.
These three signals converge into one decision label with rationale leaders can review and defend.
Layer 1
FitScore
How well does this CV match this job? Dimensions and weights come from the rubric your hiring manager approved — not a black-box keyword count.
0 – 100 role match
Layer 2
Ideal Profile Match
How close are they to your ideal hire? Must-haves, deal-breakers, and the skills that separate good from great — compared on the same bar everyone agreed to.
% match vs. ideal
Layer 3
Market position
When enough candidates exist in the same role category, we show how rare this profile is (e.g. Top 5% vs more common). If the pool is still building, we lean on FitScore and ideal match first — then market context catches up.
Market percentile when data is sufficient
Executive verdict — one label, three signals
Labels include Strong Hire, Safe Hire, Hidden Gem, Niche Talent, Pass. Until pool percentiles are ready: Good Fit / Moderate. Every verdict includes flags, evidence, and dimension-level context.
Review this in a live walkthroughRole-specific scoring intelligence
121 role templates · 20 industries · 492 dimensions. The agent extends the library per job; examples below.
Technical Scrum Master
UX Designer
Chartered Accountant
What others miss, we solve
| Capability | Other AI hiring tools | TigerHire |
|---|---|---|
| What you get | Match % | Verdict + reasoning |
| JD Intelligence (agents) | Paste JD → opaque score | Agent drafts role rubrics from JD + 121 templates · 20 industries |
| Scoring depth | Generic skills / keywords | 492 dimensions, weighted — tied to the approved rubric |
| Rubric governance | Score without a locked bar | Hiring manager approves rubric before FitScore runs |
| Ideal hire | Statistical average | HM-approved profile on the same bar |
| Market view | Global / generic | Your talent pool |
| Candidate flow | Portal only | WhatsApp + web ATS |
| After the score | Export or many separate tools | Pipeline, scorecards, finance gate, offers — one product |
| Enterprise identity | Password-first typical | SSO (e.g. Microsoft Entra) + SCIM-ready provisioning |
A complete ATS. Not an afterthought.
Scoring is the start, not the finish. TigerHire carries teams from approved criteria to signed offer — pipeline, interviews, feedback, and governance in one workflow.
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
- ✓HM-approved rubrics, FitScore, ideal match, market context when the pool is big enough
- ✓Verdicts + explainable breakdowns (see Talent Intelligence above)
- ✓Full ATS through offer / finance gates; WhatsApp for candidates, web for your team
- ✓Funnel and source analytics
For candidates
- ✓CV on WhatsApp — scored fast, with a plain-English FitScore per matched role
- ✓One-tap apply; interview slots and updates on WhatsApp
- ✓Track applications and CV versions in one place
Controls designed for accountable hiring operations
Integrate identity, access, and approval controls into day-to-day hiring execution without adding process drag.
Microsoft OAuth + domain controls
Enforce verified-domain access patterns and reduce identity risk across hiring.
Org-level 2FA enforcement
Strengthen tenant access posture for recruiter and approver workflows.
Compliance actions
Support privacy and audit obligations with reportable retention and DSR operations.
Finance approval gate
Require compensation sign-off before offers leave internal governance checks.
New operating controls now in production
Recent hardening work improves cost visibility, service reliability, and faster diagnosis when workloads spike.
Adoption and spend visibility
Usage rollups across endpoints and workflows improve planning and operating discipline.
Service health signals
Health and CSRF checks support safer environment validation before release decisions.
Bias guardrails
Job-level bias review adds a control gate ahead of candidate scoring workflows.
Security and scoring telemetry
Auth and scoring observability surfaces critical failure patterns earlier for response.
See it in action
Bring one live role and review decision governance, operating controls, and workflow execution end to end.