Evidence-first AI

Every résumé, read with care.

Candidate Intelligence gives you a one-page read on every applicant: what matches, what's missing, and what to ask them next. Grounded in the résumé, cited by the AI, decided by you.

J. Rivera · Senior Backend Engineer

Jamie Rivera

7 years · Distributed systems · Applied 2 days ago

Draft — please review

Matches

· Python + async pipelines
· AWS + IaC ownership
· Team-lead experience

Doesn't match

· No Kafka on résumé
· No fintech domain

Questions to ask

“You led a two-year migration off a monolith at Acme — what did you learn about coordinating stakeholder buy-in mid-migration?”

The problem

Reading résumés at 10pm isn't a hiring strategy.

The hardest part of hiring isn't running the process. It's understanding a stranger from a two-page document that could have been written by anyone.

You skim, you flag, you forget. By the time you interview them, half of the résumé context is gone. So you ask the generic questions instead of the ones that would actually tell you something.

The real cost isn't the time. It's the interviews that produced no signal because nobody had time to prepare.

How it works

How Candidate Intelligence works

Open a candidate. In under a minute, you see everything the résumé says — and everything it doesn't:

1
AROS extracts skills, work history, education, and named accomplishments from the résumé
2
It compares each item to the job you posted
3
You see: skills that match, skills that don't, transferable strengths, and where evidence is missing
4
AROS drafts honest interview questions tailored to *this* candidate
5
You approve, edit, or ignore. Every recommendation is a draft.

What you actually get

Small surface, big signal.

Skills that match

Skills stated in the résumé that map to the role's requirements — with the exact résumé line quoted as evidence.

Skills that don't

Requirements not addressed by the résumé. Called out honestly — not scored, not hidden.

Transferable strengths

Experience from adjacent industries or roles that could apply. Marked as inference so you can decide.

Missing evidence

Requirements where the résumé is silent. AROS says "we don't know" instead of guessing.

Interview questions

Draft technical and behavioural questions grounded in this candidate's actual history.

Why we built this

“The first person I hired at my last company was a technically perfect résumé who cratered on culture. The second was a résumé that looked wrong on paper but turned out great. We were reading the same documents differently — some days carefully, most days not. Candidate Intelligence is what we wished we'd had.”

— AROS Founder

Answers