Too much information to piece together
Candidate details live across résumés, portfolios, work samples, and interview notes.
Role-specific candidate evaluation
Bring the right candidates into focus.
TrueRole evaluates résumés, portfolios, and work samples against what the role requires—helping your team understand who aligns, what supports that view, and what to validate next.
One connected decision path
- 01
Start with the job description
Turn the JD and confirmed attributes into shared review criteria.
- 02
Analyze, then deepen
Start with consistent analysis; go deeper into selected materials when useful.
- 03
Prepare for interviews
Generate tailored interview questions from the candidate’s evidence, gaps, and role criteria.
- 04
Calibrate team feedback
Calibrate hiring team feedback against the candidate profile and shared criteria.
- 05
Retain and rediscover
Keep the decision record and revisit candidates for future roles.
Beyond black-box scoring
A score without the why is just a number.
Another unexplained score doesn’t make the decision clearer. TrueRole shows what matters for the role, what supports the evaluation, and what still needs to be understood.
Different reviewers, different standards
Recruiters and hiring managers can apply different criteria to the same candidate pool.
Important questions stay unresolved
Generic summaries and rushed interviews can leave important gaps unexplored.
Where TrueRole fits
Keep your ATS. Add a clearer way to evaluate candidates.
Your ATS manages applicants, hiring stages, and records. TrueRole adds role-specific evaluation between application review and the hiring decision.
Your ATS
Manage applicants, hiring stages, and records
TrueRole
Role-specific evaluation
Requirements · Supporting evidence · Open questions
Your hiring team
Review the evidence and decide what moves forward
ATS integration support
- GGreenhouse
- LLever
- AAshby
- WWorkable
- BBambooHR
Integration availability varies by workspace.
A role-specific view
The role should be the lens.
A candidate isn’t inherently a great or poor fit. Fit depends on the role, the organization, what the person is expected to accomplish, and what their materials actually show.
Change the role, seniority, or organization, and the evaluation should change too.
- 01Role requirements
- 02Organization
- 03Industry
- 04Expected outcomes
- 05Candidate materials
TrueRole Evaluation Context
One role-specific lens
A shared way to understand fit, supporting evidence, gaps, and what still needs validation.
Context in practice
Same candidate. Different role. Different evaluation.
TrueRole evaluates each candidate against the responsibilities, seniority, and context of the active role—not as a universal score attached to the person.
Candidate 02
Reusable candidate record
Role context A
Enterprise SaaS
Principal Product Designer
Great fit · 88Role context B
Consumer marketplace
Design Systems Lead
Good fit · 76From overview to detail
Move from the candidate pool to the evidence.
Start with a role-fit overview, then open any evaluation to inspect the requirements, supporting materials, and unresolved questions.
Synthetic product example
Principal Product Designer · Candidate evaluation
Candidates3 in pool
74
Candidate 01
Good fit
Initial analysis
88
Candidate 02
Great fit
Deeper analysis complete
Candidate 02
Evaluated for Principal Product Designer
88Great fit
Great fit 85–100Good fit 70–84Moderate fit 55–69Low fit 0–54
Requirement fit
Execution & delivery92
Product thinking & decision quality86
Visual craft & design judgment81
Recruiter note
Evidence linkedStrengths
Principal-level ownership across complex product work.
Outcomes
Connects design decisions to measurable customer results.
ResumePortfolio5 sources reviewed
Two levels of analysis
Analyze every candidate consistently. Go deeper where useful.
TrueRole begins with a consistent first-pass analysis, then lets your team review portfolios, work samples, and other supporting materials in more depth when useful.
01
Initial analysis
Map the resume or application to the active role criteria—typically in about 20–30 seconds.
Consistent first-pass coverage
02
Deeper analysis
Inspect portfolios, work samples, and supporting material when the closer look is useful.
Added evidence and updated findings
Not every candidate needs deeper analysis. TrueRole helps your team bring the more closely aligned candidates into focus, then spend human attention where it is most useful.
What the analysis makes visible
See what the materials show—and what they don’t.
Supported experience, missing information, open questions, and risks remain distinct so your team knows what to examine next.
Evidence gap
The reviewed materials don’t show enough to support a role requirement.
Evidence not yet found
Relevant information may exist, but it wasn’t found in the reviewed sources.
Scope needs validation
The experience is relevant, but ownership or seniority needs a closer look.
Risk
The available evidence points to a concern the team should examine.
Interview preparation
Ask better questions about what still needs to be understood.
TrueRole generates questions from what the candidate’s materials show, the gaps, and the role criteria—then explains why to ask, what to listen for, and useful follow-ups.
Synthetic product example
Hiring manager interview
01
Tell me about a time you raised the quality of a complex product experience while delivery constraints were still changing.
Scope needs validationVisual craft & judgment
Why ask this
The submitted work describes strong delivery outcomes, but the candidate’s direct quality bar and decision ownership need live validation.
Listening guidance
- • A specific quality tradeoff and why it mattered
- • Evidence of direct ownership, not only team participation
- • How constraints changed the final decision
Suggested follow-up: What did you change after seeing the first result?
A shared view for the team
Give the hiring team one shared view.
Recruiters, hiring managers, and interviewers do different work. TrueRole keeps role criteria, candidate information, gaps, and open questions in one shared view—then lets each person add their judgment.
Recruiters
Focus the first pass on what matters for the role and the questions that remain.
Hiring managers
Review the same role criteria, candidate information, and open questions before deciding.
Interview teams
Use focused questions to explore what the materials don’t yet establish.
For hiring teams
Evaluate every applicant through one shared, role-specific lens.
TrueRole for hiring teamsFor staffing agencies
Keep every client, role, and candidate evaluation distinct.
TrueRole for staffing agenciesResponsible AI
AI assists the analysis. People make the decision.
TrueRole isn’t built to replace recruiter or hiring-manager judgment. It gives the people making hiring decisions better information with which to exercise that judgment.
Criteria remain inspectable
Evidence stays connected to its source
Uncertainty remains visible
People own the hiring decision
Hiring, true to the role.
Give TrueRole a role and see clearer, role-specific evaluation in action.