Soham Mehta

Custom ranking parameters are the right approach. The moment you let the hiring team define what actually matters for the role instead of relying on generic keyword filters, the quality of the shortlist changes completely. Scaling that beyond 50 resumes is where it gets really interesting.

The screening piece is where the real value is. We looked at data across 100,000+ resumes - 80% of applicants didn't meet even half the basic requirements. The biggest win for any recruiting team isn't finding more candidates, it's spending less time on the ones who were never going to make it.

The shift from manual screening to AI-native evaluation is long overdue. The real question is whether the screening is just keyword matching dressed up as AI, or actual contextual evaluation of every candidate. That's the difference between filtering out great people and actually finding them.

Love the AI approach to recruiting. The industry is overdue for this shift - we've screened over 100,000 resumes and found that 80% of applicants don't even meet half the basic requirements. The more tools that help recruiters focus on the right candidates instead of drowning in volume, the better for everyone.