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aperture
hiring is broken. we're building the fix.
182 followers
hiring is broken. we're building the fix.
182 followers
Resumes are optimized for keywords, not for signal. ATS filters are blind. aperture replaces resume screening with AI-led behavioral interviews and comparative ranking, so teams see who actually stands out before investing time.
aperture
Ai interview prep is great, now how does it compare to JacknJill or Juicebox? What are you the best in the world at?
aperture
@peter_neyra
aperture isn’t a candidate prep platform, it’s built for hiring teams.
Candidates can try a candidate experience to get a feel for how the AI interview works, but it’s not really something you can prep from.
The goal is just to see how people naturally think and respond, and then compare that across the whole candidate pool.
https://aperturehq.org/blog/why-hiring-is-broken/
Awshar AI
aperture
Hey @ankit_narang1,
Good question.
Most tools like heymilo, micro just run standard structured interviews and assign scores to responses
Those scoring systems are usually static and AI-based, making them fairly predictable and easier to reverse-engineer or trick.
aperture is built differently; λ-CORE sits at the center of evaluation
It’s a comparative model, so instead of scoring candidates individually, it looks at how each person performs relative to others in the same pool and updates rankings as more interviews happen https://aperturehq.org/blog/why-every-hiring-score-is-wrong/
That shift matters because it’s not trying to judge “how good” an answer is in isolation; it’s identifying who actually stands out across dimensions like problem-solving, communication, and depth
It also gives candidates a fair shot beyond resumes, while giving teams a much clearer signal on who to focus on
Awshar AI
@harshshroff Nice, i will love to use it
aperture
@ankit_narang1 I am sure you are going to love it. If you need to have a quick demo, you can always schedule a call with me https://cal.com/harshshroff/30min.
Not all resumes are dishonest) It depends on cultural differences: in some countries, it’s considered normal to list all technologies someone has ever heard of. But, for example, in Eastern Europe, people usually list only technologies they have actually worked with.
But overall, it’s a great idea! From a resume text you can often understand a person’s strengths and weaknesses, and take this routine work away from recruiters.
aperture
Hi @natalia_iankovych, you are soo right, and I totally agree with you, not all resumes are dishonest.
But when you look at the overall picture, the resumes which are honest often get filtered out, and sometimes there are so many high volumes of candidates that it becomes a nightmare for HR to go through them all.
That’s where ATS comes in to gatekeep, but those systems cannot really read or understand how capable a person is, what they’ve actually done in their past experience, or how well they fit for the job.
I’ve even seen ATS tools that just highlight keywords in yellow, and if a recruiter sees a lot of yellow marks, it just feels like a strong match. But that’s still surface level, it’s not real understanding.
And let’s be real, GenAI apps have become so accessible that because of this ATS pressure, candidates start putting their resumes into these tools and updating them as per job descriptions. It’s not always dishonest, but it does create a lot of noise in hiring.
I actually went through this myself. After my first startup, I went to grad school and started applying for roles in cyber. I was applying to positions that were a direct fit to my background. I had learned cyber from scratch and even made my startup compliance ready.
But after applying to 2000+ roles, I still wasn’t considered a fit. That becomes very hard to believe at some point.
That’s when I started realizing something is broken in the system. There are even consulting firms with grey practices that can get you a job, but I never wanted to go down that path.
When we were designing our platform, I always made sure to provide the best candidate experience at any cost.
@harshshroff By the way, many ATS systems have already started adding AI features for resume analysis. That’s a simple function. But analyzing external sources - very few are doing that so far.
aperture
@natalia_iankovych yes, aperture isn’t an ATS, it operates immediately after the ATS or initial resume screening stage. And while few organizations offer this capability at scale, aperture is the first and only true end-to-end provider.