Every applicant, against your bar.
Amp reviews every applicant against a scorecard you control: the must-haves for the role, the nice-to-haves, and nothing you did not ask for. Each criterion is judged against the candidate’s own résumé and questionnaire, and Amp quotes the exact text it relied on. Candidates are ranked by how much of the scorecard they actually meet, must-haves first.
Your bar, written down. Tune it any time.
Must-haves and nice-to-haves are defined once per role, and every criterion stays editable. Try it: promote a nice-to-have. Editing a criterion re-reviews only what actually changed.
Every verdict quotes the résumé it rests on.
The score card sits beside the résumé. Hover a criterion and its evidence lights up on the page: warm for met, gray for not met. Anything the evidence cannot settle reads Couldn’t assess and is flagged for your review, never counted as a miss.
Front Desk Associate, Hilton Garden Inn. three years at the Hilton Garden Inn front desk, handling check-in, guest recovery, and group arrivals. Scheduled on rotating weekend and holiday coverage across two properties.
Worked Opera PMS and Toast POS daily; trained four new associates on both systems.
Meets both must-haves, with three years of front-desk experience and confirmed weekend coverage.
Reviewed for fairness. Logged for audit.
The Compliance section runs disparate-impact tests on a schedule, and re-runs them the moment your criteria change. Every score-card edit, re-review, and test lands in an append-only audit log. Fairness & bias testing and audit trails go deeper.
See Amp running.
A 30-minute walkthrough, keyed to one of your roles and one of your geographies.
See Amp running