Hiring decisions based on evidence, not intuition
Intelligent resume analysis with competency matching, explainable ranking and up to 80% reduction in screening time.
The problem with traditional recruitment
of recruiters' time is spent on manual screening tasks, according to industry data
Industry data
is the average time-to-hire, with decisions based on superficial keywords rather than real competency analysis
Market research
turnover in the first year, caused by hires made without objective, auditable criteria
Industry research
Managers ask "why this candidate?" and there is no clear justification for the choice
Client feedback
Match, intelligent correspondence
Resume analysis platform that generates rankings with clear explainability, identifies real capabilities and standardizes the process across recruiters and teams.
Explainable 0-to-100 ranking
Each candidate receives a score with clear justification: why they stand out and what is missing for the role. Not a black box.
Deep capability analysis
Identifies technical and behavioral capabilities extracted from the resume, far beyond superficial keyword filtering.
Resume reuse
A resume processed once can be reused across multiple openings. Eliminates rework and accelerates the process for new positions.
Standardization across teams
Objective and consistent criteria for all recruiters, eliminating individual bias and subjective decisions.
Expected results
Immediate (0 to 30 days)
- 80% reduction in screening time
- 5x more analysis capacity per recruiter
- First explainable ranking available on day 1
Mid-term (1 to 6 months)
- 45% improvement in quality of hire
- 50% reduction in time-to-hire
- Process standardization across all teams
Long-term (6 to 12 months)
- 40 to 65% reduction in cost per hire
- Return on investment (ROI) of 300 to 500%
- Competency database for future recruitments
Match differentials
Explainable intelligence
Every recommendation comes with clear, auditable justification. You know exactly why each candidate was ranked, with no black boxes or hidden biases.
Real capability analysis
We do not filter by keywords. We identify real technical and behavioral capabilities extracted from the context of the resume.
Integrated with the capability map
Connects recruitment to development: the same Tenzing capability map used in training is the evaluation criterion in selection.
Compliance and transparency
Auditable decisions, documented criteria and standardized process. Aligns with selection best practices and reduces legal risk.
Who Match is for
Recruitment agencies
Companies of 50 to 500 employees managing 100 to 1,000 openings per month. They gain speed and capacity without growing headcount.
Technology companies
Series A+ startups with 20 to 200 hires per year. They need a scalable process without sacrificing technical quality.
Large enterprises
Organizations with 1,000 or more employees and 500 or more openings per year. They seek standardization, auditability and cost reduction.