为你已经在运行的流程，加上一层可度量的能力评估。
你要为招聘质量负责，而不仅仅是交付数量。Hirovia 为你在所有客户、所有岗位上提供一致且经得起追问的评估层——以你的品牌，嵌入你的流程。
First 5 candidates free · no credit card · no sales call
What this looks like day to day
你按结果被考核，但筛选仍取决于是哪位顾问接了这个职位。
当每个项目由不同的人按不同标准执行时，一致性很难承诺。
关于自动化招聘工具和偏见审计的规则正在到来，「我们看过简历」是很弱的回答。
How Hirovia fits
无论由谁负责该职位，都使用同一套研究型成功画像与同一套评分。
分数分布、有效性提示与按客户出具的报表，可直接用于季度业务回顾。
通过 API 创建候选人并获取分数；不想自建的部分可用邮件接入与门户。
候选人始终看不到 Hirovia。
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.
聊聊批量方案.
Five candidates free. No credit card, no demo, no sales call.