For HR and talent teams
Hire on the evidence, not the skim.
Clarilytic reads everything in a role's file — resumes, interview notes, references, assessments, offers — and scores each candidate against your job description with the reasons written out. Offers go out on the current template, and policy questions get answers that cite the policy. Your people make every decision.
Invite-only pilot · People make every hiring decision
Eight questions, eight answers
The questions behind every hire, answered from the file.
Each answer cites the resume, note or policy it came from, so the person deciding can check it in one click.
Fifteen applications for a senior data analyst role, and its job description.
Fictional candidates, real questions — these are the analyses the built-in talent setup is designed to run.
What it reads
Everything in the file, read together.
Give each role its own workspace and drop the file in. It reads every document in it and links them up — so a question about a candidate draws on the resume, the interview notes and the references together, not whichever one someone happened to open.
The documents
- Resumes and CVs chronological, functional and academic
- Job descriptions full-time, contract, executive and internship roles
- Interview notes phone screens, technical, behavioral and panel rounds
- Reference checks professional, character and academic references
- Assessment results skills tests, case studies and coding challenges
- Offer letters initial, counter and final offers
- Compensation data salary surveys, internal equity analyses, benefits summaries
- Policies recruiting, equal opportunity, background-check and relocation policies
What it connects
- candidates, and the roles they applied to
- the skills a role requires, and who has them
- degrees and certifications, with their issuers and dates
- employers and dates — tenure, progression and gaps
- who interviewed whom, and what they recommended
- who referred whom
- what a candidate earns today against what you offered
- where the work is, and whether it's remote, hybrid or onsite
Who it's for
Three jobs, one candidate file.
Talent acquisition
Fifteen applications and a hiring manager waiting. Get a shortlist scored against the job description, with the reasons for each score and the requirements nobody in the pool meets.
Hiring managers
Two strong finalists and one decision. See them side by side on skills, seniority and recent experience, with the trade-offs spelled out and every judgement tied back to the resume or the interview notes.
HR and people operations
Offers, agreements and policies that have to be right. Draft offers from the current template, check restrictive covenants across signed agreements, and answer policy questions with the clause attached.
Ready on day one
Set up for this work before you start.
Nothing to configure first. The talent setup ships with the assistants, checklist and workspace layout below, and you can change any of them or write your own.
Assistants
- @talent-match Talent Match Analyst Scores each resume against the job description on skills, experience, education and seniority, with reasons
- @talent-compare Candidate Comparator Puts finalists side by side against the role and makes the trade-offs explicit
- @employment Employment Analyst Compensation, benefits, non-competes and termination terms across offers and agreements
- @talent-connections Connection Inference Agent Finds shared employers and overlapping dates between people, and says which ties are inferred
- @talent-warmintro Warm-Intro Pathfinder Finds the strongest introduction path to a person through the resumes you hold
- @summary Summarizer Turns a candidate's file into a short briefing for the people deciding
Checklists
Items tick themselves off as the documents arrive.
Workspace layouts
A folder structure to start from, not a blank page.
Every time, the same way
Offer letters from the right template, every time.
Offers run as a standing route instead of a one-off task: a short form, a draft from the template you publish, a second signature when the salary is above the band, and a wait for the signed copy. Shortlists can run the same way — the assistant reads and scores the resumes, and the hiring manager approves the shortlist or turns it down.
- Nobody edits last year's offer. Every letter starts from the template you publish.
- The process spots the signed copy when it arrives, and can tick “Signed offer” on the new-hire checklist.
- Expense claims and reimbursements run the same way: a short form, then a sign-off or a note asking for changes.
- Done: Start form form Candidate, role, salary and start date
- Done: Offer letter draft From the current template, blanks already filled in
- Done: Above the salary band? decision No, so no second signature is needed
- Done: HR review people Approved on the first round
- In progress: Wait for the signed copy wait Continues when the signed letter lands in the workspace
- Still to come: Probation review reminder A reminder set for 90 days after the start date
Why you can rely on it
Trust isn't a promise. It's a citation.
Answers you can check
Answers are grounded in your documents: numbered citations open the exact source passage they drew on, so you can check them. When Clarilytic is less confident about something it pulled out, the item is flagged for human review. You can also open a step-by-step trace of how any document was processed.
Your data, kept apart
Your documents and findings live in storage separated from every other customer's, encrypted in transit and at rest, with role-based access and a full audit log. Deleted means deleted — trash, then gone on request.
How your data is handled →What it's not good at
Honesty over polish: handwriting and poor-quality scans can defeat it — readable text matters. It won't give legal or financial advice; it shows you what your documents say. And it can't answer from documents you haven't given it — it draws only on your files and cites the passages it used.
Questions HR teams ask first.
Who makes the hiring decision?
Your people, always. Clarilytic reads the file and scores candidates against the job description you wrote, with the reasons for every score and the source behind each reason. It doesn't hire or reject anyone, and it doesn't contact candidates — a person reviews the reasons and decides.
Can we rely on the scores being fair?
Treat them as a starting point you can check, not a verdict. Each score is measured against the requirements in your job description and shows its reasoning, so a requirement you didn't mean to set is easy to spot. Your obligations under hiring and anti-discrimination law stay with you.
Does it connect to our applicant tracking system or HR software?
No. You upload a role's documents or import them from your cloud storage. It doesn't read live records from an applicant tracking, HR or payroll system.
Who can see candidate files?
Only the people they're shared with. Each role's file sits in its own workspace, sharing is explicit, and team roles decide who can do what. The details are on the Trust page.
Are candidate documents used to train anything?
No. Your documents are used to answer your questions and nothing else — not to train systems for other customers, not for advertising.
Can we delete a candidate's documents?
Yes. Deleted files go to the trash, and on request they're removed entirely, along with what Clarilytic derived from them.
Bring the role you can't fill.
Clarilytic is in an invite-only pilot. Tell us what you're hiring for — one role or a whole requisition list — and run it on your own candidate files.