Every applicant.
One defensible shortlist.
Turn 500 CVs into the 10 worth interviewing using a hiring-manager-approved bar, criterion-level evidence, and verdicts your team can challenge before acting.
WhatsApp, web apply, email intake, referrals, and job-board applicants all land in the same scored queue; ATS execution supports the decision rather than burying it.
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 flowHow it works
Five steps from role brief to shortlist
Capture the brief
Convert the JD and business need into a role-specific evaluation baseline.
Set the bar
Lock weighted dimensions, must-haves, trainable gaps, and knockout conditions.
HM reviews & approves
Approve the decision bar before candidates are scored or compared.
Candidates scored
Rank every applicant with evidence for, gaps, confidence, and verification probes.
Prove the shortlist
Compare candidates, record decisions, and feed outcomes back into future scoring.
WhatsApp for candidates
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.
TigerHire Talent Intelligence
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 confidence banding, CV quote evidence, and dimension-level context.
Review this in a live walkthroughRole-specific scoring intelligence
121 role templates · 20 industries · 492 weighted criteria. The agent extends the library per job; examples below.
Technical Scrum Master
UX Designer
Chartered Accountant
What others miss, we solve
TigerHire approach
What you get
Verdict + reasoning
JD Intelligence (agents)
Agent drafts role rubrics from JD + 121 templates · 20 industries
Scoring depth
492 weighted criteria — tied to the approved rubric
Rubric governance
Hiring manager approves rubric before FitScore runs
Ideal hire
HM-approved profile on the same bar
Market view
Your talent pool
Candidate flow
WhatsApp + web ATS
After the score
Pipeline, scorecards, finance gate, offers — one product
Enterprise identity
SSO (e.g. Microsoft Entra) + SCIM-ready provisioning
Old approach
What you get
Match %
JD Intelligence (agents)
Paste JD → opaque score
Scoring depth
Generic skills / keywords
Rubric governance
Score without a locked bar
Ideal hire
Statistical average
Market view
Global / generic
Candidate flow
Portal only
After the score
Export or many separate tools
Enterprise identity
Password-first typical
A hiring workflow 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)
- ✓ATS workflow 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.
2FA policy foundation
Prepare tenant access posture for recruiter and approver workflows as authenticator enrollment rolls out.
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.
See it on your own role.
Send us one JD. We'll walk you through the rubric, the verdict, and a candidate score — live on your data, in under 30 minutes.