本季度招 200 人，而不必读完 6,000 份申请。
当岗位流动率高、申请以千计涌入时，逐份阅读并不是策略。Hirovia 自动评估每一位申请人，并按该岗位所需的实际能力排序。
First 5 candidates free · no credit card · no sales call
What this looks like day to day
六千份申请争两百个岗位。没有团队读得完，于是多数人是按到达顺序被淘汰，而不是按能力。
每一次招错，都要赔上录用成本、培训成本，以及补人期间的空岗。
放慢就被更快的雇主抢走人；加快就只能录用最先回复的人。
How Hirovia fits
一次批量邀请数千人，每人获得专属链接和岗位专属测评。
可靠性、系统化执行力与情绪稳定性是被测量出来的，而不是从简历推断的。
注意力校验、一致性配对与直线作答检测，在面试之前就暴露不可靠的档案。
邮件接入、带你品牌的门户，或直接对接你的招聘系统 API。
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.
拿一个真实职位试试.
Five candidates free. No credit card, no demo, no sales call.