Know who meets your bar, and why.
Reviews every applicant against a scorecard you control. Quotes the exact resume text behind each result. Ranks by your bar, must-haves first, and nothing else.
Your bar, written down. Tune it any time.
Must-haves and nice-to-haves are defined once per role, and every criteria stays editable. Try it: promote a nice-to-have. Editing your criteria re-reviews only what actually changed.
Every result quotes the resume it rests on.
The score card sits beside the resume. Hover any criteria 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.
Sales Associate, Northgate Outfitters. 3 years on the sales floor at Northgate Outfitters, helping customers, handling returns, and opening the store. Worked closing shifts Thursday through Sunday across 2 locations.
Also ran the registers and returns daily. Trained 4 new associates on the register.
Meets both must-haves, with 3 years on a sales floor and closing shifts Thursday to Sunday.
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 on one of your roles, at one of your locations.
See Amp running