一个职位收到 900 份申请，团队却只有 10 场面试的时间。
Hirovia 针对该具体岗位评估每一位申请人，把排好序的候选名单直接交给招聘官，让面试时间用在最可能胜任的人身上，而不是简历写得最漂亮的人身上。
First 5 candidates free · no credit card · no sales call
What this looks like day to day
一个职位就能带来数百份申请，而且每一份看上去都很称职——因为是 AI 这样写的。
用人经理每周只有几个小时。把这些时间花在纸面上好看的人身上，是代价最高的错误。
「感觉不错」经不起法务的追问，对下一轮招聘也没有任何帮助。
How Hirovia fits
不是前五十个，而是全部——对照该岗位的成功画像逐一衡量。
每位候选人的分数会拆解为行为、判断、简历与书面证据，任何决定都能逐条说明。
针对本人薄弱环节的问题，让 45 分钟的面试真正物有所值。
照常在原渠道发布职位。候选人可通过批量导入、邮件、门户或 API 接入。
Identical on paper. Nothing alike, measured.
Three applicants for the same role. AI wrote all three résumés, and they read the same. The assessment doesn't.
“Results-driven. Grew revenue 40%. Exceptional communicator.”
Keyword match 96%Behavior and judgment both inside the target zones. All validity checks clean.
“Results-oriented. Grew revenue 38%. Exceptional communicator.”
Keyword match 95%Strong instincts, but one competency sits well below what the role needs.
“Results-focused. Grew revenue 42%. Exceptional communicator.”
Keyword match 97% — best of the three41 identical answers in a row and two failed attention checks. On paper, your best applicant.
What they wrote, versus what they did. Why this gap keeps widening →
Four steps. Nothing changes about how you post jobs.
Use the boards you already use.
Bulk upload, email intake, branded portal, or API.
30 minutes, role-specific, under your company's name.
Ranked, with reports and interview guides.
免费筛选下一个职位.
Five candidates free. No credit card, no demo, no sales call.