An AI recruiter, on the job
The recruiting team
you don’t have to hire.
HireLoop screens every applicant, compares the finalists, sources who’s missing, and hands you a shortlist — showing its reasoning at every step.
Screen: “120 applicants for Senior Backend Engineer — screen them all.” / Reading résumés — parsing PDFs, drafting the bar from your JD — 118 screened · 14 above the bar · 2 need review
Source: “Pipeline's thin. Find more like the top scorer.” / Sourcing — searching, enriching, matching against your bar — 32 found · 6 above the bar · outreach drafted
Compare: “Compare the top three on payments experience.” / Comparing candidates — pulling evidence from résumé lines — 3 candidates · every claim linked to its line
Chat: “Draft interview questions probing the tenure risk.” / Reading the scorecard — mapping flags to questions — 5 questions · each tied to a flag
Share: “Send the shortlist to the hiring manager.” / Freezing snapshot — masking names and photos — link ready · expires in 14 days
Every résumé reviewed and ranked while you sleep — not just the first twenty.
Every score traces back to the exact lines in the résumé. Never a black box.
Names and photos hidden for a fairer first pass. Reveal when you’re ready.
How it works
Upload a folder or forward your applications inbox.
Every candidate read and scored against your role’s real bar.
An evidence-linked shortlist, bias-masked until you’re ready.
An agent with full context,
working your whole pipeline.
The bar
Every score needs a bar.
Yours.
HireLoop drafts the bar from your job description — then you make the call. Every candidate is measured against the same standard, and every verdict you give sharpens it.
Stage 1, reads your JD: parses the job description and pulls out the requirements that matter.
Stage 2, drafts the bar: turns those requirements into a bar with must-haves (backend depth, payments experience, scale) and nice-to-haves (mentorship, Python or Go).
Stage 3, you make the call: a recruiter promotes "Python or Go" to a must-have and adds a new requirement, "Owns production incidents" — your judgment, one edit away.
Stage 4, sharpens with every verdict: candidate verdicts (👍 or 👎) feed back into the bar, adjusting how much weight a requirement like payments experience carries next time.
Sourcing
Finds people who never applied
Outbound sourcing surfaces strong matches beyond your inbox, scored against the same bar — so your pipeline isn’t limited to whoever found you.
- Search criteria derived from your bar
- Profiles scored like applicants
- Outreach drafted for review
Reasoning
Shows its reasoning, never a black box
Every score links to the exact lines in the résumé behind it. You see why a candidate ranked where they did — and can trust it, or overrule it.
- Score breakdown per dimension
- Every claim cites its résumé line
- Overrule with one click
- Backend depth“Re-architected the payments service” · résumé line 4
- Scale“2M events/day through the new pipeline” · résumé line 11
- Ownership“Led a team of 5, on-call rotation” · résumé line 7
Fairness
A fairer first pass
Mask names and photos to judge the work first, with a full audit trail. Reveal identities when you’re ready to reach out.
- Names, photos, schools masked
- Auto-reveal on shortlist
- Full audit trail
Works with your stack
Plays nice with your ATS.
Or replaces it.
Bring your ATS
Pull roles and applicants in. Push decisions, notes, and scorecards back. Your ATS stays the system of record — HireLoop does the reading.
Two-way sync, rolling out per ATS.
Or run it all in HireLoop
No ATS? HireLoop ships with the pipeline built in — kanban stages, bulk actions, outreach, and shortlist sharing.
- Kanban pipeline with bulk actions
- Reject, invite, and outreach emails drafted for you
- Share bias-masked shortlists with hiring managers
Trust
Your candidates’ data, treated like it matters.
TLS in transit, AES-256 at rest. Every tenant isolated.
Your candidates and decisions are never used to train AI models.
Every score traces to résumé lines — a full audit trail for compliance.
Names, photos, schools hidden until you’re ready to reveal.
Stop reading 500 résumés by hand.
For talent teams who get more applicants than they can fairly read — and refuse to skim.
30-minute walkthrough · no setup needed · bias-masked by default