One scoring engine.
Every decision.
Hiring, investing, or selling, you are picking a few out of hundreds. ScoringFactory reads every one, scores them against your bar, and hands back a ranked shortlist with the evidence behind every number.
Same engine.
Three ways to win.
One engine, tuned to your bar. Same login, same evidence, same ranked list. Open the one you need.
Hiring
Stop reading résumés. Score every candidate against your real hiring bar and surface the A-players hiding in the no pile.
Investors
Finding who to back is the whole game. Score your deal flow, and any founder or operator worth chasing, against your thesis, with the evidence behind every call.
Sales
Your reps dial 200 accounts so 6 can buy. Score the list against your ICP so they work the 6 first, not last.
Set the bar.
The AI reads the rest.
No forms. No keyword soup. You say what good looks like, and the AI does the reading nobody has time for.
Tell it what good looks like
Describe your bar in plain English: the role, the thesis, the ICP. No forms, no keyword soup. It is ready in 60 seconds.
It scores everyone, with receipts
Every person or company gets a 0 to 100 score across the things you weight. Click any number to see the exact evidence behind it.
Work the top of the list
A ranked shortlist lands in your pipeline. Spend your time on the few worth it, and skip the 90% that never were.
Every score has receipts.
Even the ones that sting.
We read the actual work history, not the buzzwords. Two real results from a live run on 29,877 engineers.
The real one
20+ years building production infrastructure at billion-user scale. Every dimension is backed by a verbatim quote from her own history and grounded in her employers' real systems and scale, not a title.
The padder
A profile listing “Principal Software Engineer, SpaceX” pasted from a job description. ScoringFactory read the actual text, found no real engineering evidence, and ranked it near-dead-last. Buzzwords don't survive contact.
The receipts
Every score traces to a real artifact: the exact line in the work history that earned it. Defend any pick to your boss, your partners, or your CEO with evidence, not a gut feeling.
Stop guessing.
Start scoring.
Hiring, investing, or selling. Whatever you are betting on, back it with evidence instead of a gut call.