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now with built-in ats.
sign up freehow it works
structured behavioral assessments, six-dimension scoring, ranked shortlists. plugs into the stack you already run.
the pipeline
job board / ats
linkedin · greenhouse · ashby · lever
aperture intelligence
aperture
behavioral assessment · scoring · ranking
your hiring team
final interviews · decisions · offers
job board / ats
linkedin · greenhouse · ashby · lever
aperture intelligence
aperture
behavioral assessment · scoring · ranking
your hiring team
final interviews · decisions · offers
adaptive scoring engine
click through each stage to see what happens between an application arriving and a score being assigned.
step 01
aperture reads the job description, required skills, and any role-specific signals you define. the interview adapts its question bank to the role.
λ-core · σ-10
every interview is scored across six behavioral dimensions on a 10-point scale. each score comes with an 80% confidence interval, the range captures genuine uncertainty rather than false precision.
statistically indistinguishable candidates are flagged. rank 9 vs. rank 11 is often noise, not signal.
P(top 5%) = 91.2%
the science
behavioral interview methodology consistently outperforms unstructured interviews in predicting job performance. we apply it at scale.
every candidate answers structurally equivalent questions. the ai doesn't notice names, accents, or employment gaps. every shortlist is built on the same evidence base.
a single score collapses real information. λ-CORE's confidence intervals tell your team where to dig deeper, and flag when two candidates are statistically indistinguishable.
as more candidates interview, λ-CORE updates the rankings. a candidate who joined early may rank higher or lower as the pool sharpens. the shortlist earns its ranking.