aperture now ships with a built-in applicant tracking system.

now with built-in ats.

about aperture

hiring intelligence
platform.

what we believe

four principles that drive everything we build.

resumes are the wrong signal.

a resume tells you where someone has been. it says almost nothing about how they think, how they handle pressure, or whether they can do the job in front of them. we evaluate behavior, not biography.

most hiring tools are filters, not finders.

ats systems were built to reduce volume, not surface quality. they remove candidates who can't play the keyword game, regardless of actual capability. aperture inverts that, every applicant gets evaluated on merit.

uncertainty should be a first-class output.

a score without a confidence interval is a guess wearing a suit. λ-CORE returns a score with an 80% confidence interval, because the difference between rank 9 and rank 11 is often noise, not signal.

ai augments recruiters. it doesn't replace them.

aperture handles volume, every applicant, every role, instantly. your team handles judgment, the conversations that actually matter. that's the right division of labor.

“the best people rarely shout the loudest. we built aperture so that the quiet ones, the ones who can actually do the work, finally get heard.”
aperture founding team

the engine

λ-core · σ-10

λ-CORE evaluates candidates across six behavioral dimensions, cognitive reasoning, domain knowledge, communication, behavioral indicators, collaboration, and adaptability, on a 10-point scale with confidence bounds.

learn how it works

COG

6.4[5.9-6.8]

COM

6.7[6.3-7.0]

ADP

6.5[6.0-6.9]

80% confidence interval shown. σ-10 scale.

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frequently asked questions

everything you need to know about aperture

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