Score every applicant,
0–100, with reasoning.
RecruitingLM scores every candidate against your role across seven dimensions — and explains each score in plain language. Stop ranking resumes by gut feel and make every decision consistent and defensible.
One score. Full reasoning.
Skills, experience, logistics, and role fit are structured across seven dimensions, scored 0–100, and explained in plain language — so every shortlist decision can be reviewed and defended.
- Seven weighted dimensions roll up into one alignment score
- Written reasoning behind every score, not a black box
- Scores update as new data comes in
- The same rubric applied to every candidate
What goes into the score.
Each dimension is scored 0–100 and weighted, then combined into a single alignment score with written reasoning.
Consistent, explainable, defensible.
Consistent
The same rubric applies to every candidate, so the tenth resume of the day gets the same rigor as the first.
Explainable
Every score comes with written reasoning and the exact skills matched, missing, and bonus — never a black box.
Defensible
Hard and soft disqualifiers flag compliance-critical fields like clearance and work authorization, and decisions are logged.
Common questions.
How does AI candidate scoring work?
Each candidate is scored 0–100 against a role across seven weighted dimensions. The dimension scores roll up into one alignment score, and every score includes a plain-language explanation.
Is AI candidate scoring accurate and fair?
Scoring is applied consistently to every candidate using the same rubric, which reduces the inconsistency of manual review. Each score is explainable, and hard and soft disqualifiers flag compliance-critical fields such as security clearance and work authorization.
Can I see why a candidate received a score?
Yes. Every dimension comes with written reasoning, and matched, missing, and bonus skills are shown explicitly — so you can see exactly what drove the number.
Does candidate scoring replace recruiters?
No. Scoring ranks and explains candidates so recruiters spend their time on judgment instead of first-pass screening. It was built by recruiters to support decisions, not replace them.