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aperture now ships with a built-in applicant tracking system.
now with built-in ats.
technical essays, ideas, and lessons from building aperture.
the structural failure nobody is fixing
500 to 10,000 applications per role. 95% ATS keyword thresholds. AI generated resumes. the system that was supposed to find talent is now the reason talent gets lost.
the case for comparative candidate evaluation
every screening tool scores candidates against a fixed rubric. but hiring decisions are comparative by nature. the case for λ-CORE pool-relative scoring in candidate evaluation.
the case for moving beyond keyword filters
resume screening was built for a world with fewer applicants and simpler roles. high growth startups need to evaluate potential, not parse formatting. here is why the resume is the wrong starting point.
85 years of research in one practical guide
structured interviews predict job performance twice as well as unstructured ones. here is what that means, what the research says, and how to implement a structured hiring process at scale.
how aperture scores what resumes cannot measure
λ-CORE evaluates candidates across six behavioral dimensions with confidence intervals. this post explains each dimension, what it measures, and why pool relative scoring produces better hiring decisions.
25 questions organized by competency with scoring guidance
25 behavioral interview questions organized by competency, with scoring guidance and a framework for building structured interviews that predict job performance.