Recruiters get a ranked, evidence-backed shortlist that stays consistent across every req and every reviewer. ScoringFactory reads the real record, scores each candidate against your bar, and ties every point to the exact line that earned it.
"Owned uptime for a service at billion-request scale, cut on-call pages 60% in two quarters."
Source: candidate work history, line 4. Relevance +9, Trajectory +8.
Hiring runs on documents written to impress and reviews that drift from person to person. The best story wins, and the decision falls apart the moment someone asks why.
Candidates write to the keyword, not the work. Titles get inflated, scope gets borrowed, and a polished document reads better than the person who actually did the job.
Two reviewers, two bars, two shortlists. The same candidate scores a yes on Monday and a no on Thursday, and nobody can point to what changed.
A hunch feels right in the room and collapses in the hiring committee. When leadership asks for the reason, "strong signal" is not an answer they can act on.
Onboarding builds a bespoke company brain from how your team actually decides: your bar, your rubric, your historical hires. Then it scores every candidate the same way, with a receipt behind each point.
"Promoted from senior to staff in 18 months after leading the migration that halved infra cost."
Source: work history, line 7. Cited on the score, always one click away.
ScoringFactory reads candidates and open reqs from your ATS, scores them against your bar, and writes the score and receipts back onto each candidate profile. Nobody re-keys a thing.
See every integrationWe read the actual record, not the buzzwords, so you can stand behind any shortlist in front of a hiring committee.
Owned production infrastructure at billion-request scale. Every dimension is backed by a verbatim quote from their own record, grounded in real systems and scale, not a title.
A profile claiming "Principal, SpaceX" pasted from a job description. ScoringFactory found no supporting evidence in the actual record and ranked it near the bottom. Inflated titles do not move the score.
Every score traces to a specific artifact: the exact line in the record that earned it. Defend any decision to your hiring committee or a candidate with evidence, not a gut feel.
What recruiting, legal, and IT will ask before rollout.
ScoringFactory scores against your bar on the real record, so the same rubric applies to every candidate instead of a reviewer's mood or halo effect. Because every point traces to a specific line of evidence, you can audit exactly why a candidate scored the way they did. You control which dimensions are weighted, and the full trail makes it possible to review outcomes and correct drift rather than trusting an opaque number.
No. It augments them. ScoringFactory handles the reading and ranking so recruiters spend their time on the few candidates worth a conversation instead of the 90% that were never going to clear the bar. Your team still makes the call. The score just gives them a consistent, evidence-backed starting point they can defend.
ScoringFactory connects to Greenhouse, Ashby, Lever, SmartRecruiters, and Workable. It reads candidates and open reqs, scores them against your bar, and writes the score and receipts back onto each candidate profile so recruiters see the result where they already work. See the full list on the integrations page.
Data is encrypted in transit and at rest, kept in an isolated database for every customer, and never used to train shared models. It is model-agnostic, so you can run scoring on OpenAI, Claude, Gemini, your own cloud, or bring your own key. We run on SOC 2 Type II certified infrastructure, are GDPR-aligned, and a DPA is available on request.
Give your recruiters a ranked, evidence-backed shortlist that stays consistent across every req and every reviewer.