Potential score
Potential says who’s worth a conversation. The conversation turns it into proof.
Screening
Read the whole pool
Not every CV
Four hundred applications arrive and you have time for sixty. Every one you skip is a candidate you chose not to know.
Set your process on autopilot
Build the hiring process your way, then let Staffer run it.
Screening methods
Screen the way the role needs
Pick the steps a role calls for, from a portfolio upload to a panel interview. Everything lands on one record, and the score moves with it.
Methods
Ask for a portfolio, a deck or a writing sample. It lands on their record and refreshes their score.
Short, long or multiple-choice answers, each graded against the brief. A strong answer can lift a thin CV.
A chat, voice or video interview they take when it suits them. What they say moves their score.
A named person approves, rejects or scores. Under AI approval, anyone below the bar is held for a human, never rejected.
Booked on Google Meet with prep drafted, then recorded and transcribed. What was said updates the score.
The candidate names referees, who answer by form, AI chat or a call your team logs. Each answer is summarised and counts towards the score.
A step your team completes, like reviewing a case. The notes count towards the score.
Ask for a portfolio, a deck or a writing sample. It lands on their record and refreshes their score.
Scoring
Criteria not keywords
Write the criteria in plain language and mark each one required or preferred. Staffer reads every applicant against them, and the score sums up that reading.
Evidence and reasoning
Every score comes with its reason and the lines it was read from.
Per-criterion scores
A score per criterion, not one per person. Strong on three and weak on one is a different conversation from average at all four.
Scores that update
An AI interview, a take-home or a screening note moves the score, so it reflects what you know now.
Reviewers
A named human on
every step
Put a teammate on any step. When a candidate reaches it, they’re told it’s waiting on them, and their name goes on the decision.
“Staffer found our best engineer, and the marketer we only needed for 3 months”
Victor HelgelandFounder, Marketer.comOne pool
read end to end, so your judgement covers all of it, not just the part you had time for.
Accountability
When someone asks why the answer is already written down
Most applicants are turned away at screening, and sooner or later someone asks why. Staffer keeps the answer on the candidate: what the AI read, who decided and when.
Every score shows its working
Each criterion gets its own score and the lines it was read from. A number nobody can open is a number nobody should act on.
The AI never rejects on its own
The activity says who moved the candidate and when. If Staffer moved them, it says Staffer, not a teammate who wasn’t there.
The detail
Everything screening does on every candidate
Write the brief once. From then on, this happens to every application without anyone starting it.
Criteria
Write the brief the way you’d say it
Plain language, marked required or preferred, editable per role.
Output
Get the why not just the number
A match score, a score per criterion, and the evidence and reasoning behind each.
Coverage
Read everyone
Applied and sourced
Every applicant and sourced candidate, on the same scale.
Updates
Scores that keep up
New evidence from any screening step re-scores the candidate as it lands.
Send us a req with a backlog on it
Bring a role with three hundred unread applications to a demo and see what was in there. We'll set your workspace up with $100 of usage on us.