Recruiters
Review applicant pools with shared criteria.
How TrueRole works
Evaluate candidates in the context of the role.
TrueRole brings role requirements, your organization or client context, and evidence from résumés, work samples, interviews, and team feedback into one shared evaluation—helping your team see how each candidate fits, why, and what still needs validation.
- Role-specific analysis—not keyword matching
- Evidence connected to its source
- Versioned, job-related criteria
- Human review at every decision point
Who TrueRole supports
TA leaders
Standardize review without hiding evidence.
Hiring managers
See alignment, evidence, and open questions.
Talent operations
Trace criteria, versions, and decisions.
TrueRole Evaluation Context
One lens shaped by the role, the business, and the evidence.
Evaluation Context explains why the same person can be a strong fit for one role and a weaker fit for another—without turning a candidate into a universal grade.
Role
Job description, confirmed attributes, and active criteria.
Organization & industry
Pinned business model, industry, and operating context.
Candidate evidence
Resume, portfolio, work samples, and supporting sources.
Evaluation Context
One role-specific lens for fit, evidence, gaps, and what to validate next.
Interactive product detail
See how career history relates to the role.
TrueRole maps progression, seniority, and role relevance without reducing a career to a title list. Select a point to inspect the role, dates, seniority, and relevance behind the trajectory.
Interactive product example
Career history evaluated for Principal Product Designer
Career path
At level
Aligned
10 years and 2 months of role-relevant experience across 4 roles
3 direct · 1 adjacent – Seniority and career track closely match this role.
Explore role-relevant, adjacent, and other experience, or select a role to inspect the context behind the career path.
01 · Role Framework
Start with the job description. Confirm the lens.
Upload, paste, import, or connect the job description. TrueRole turns the JD and confirmed role attributes into visible criteria your team can review before candidate evaluation begins.
- Confirmed role attributes
- Visible requirement weights
- Versioned evaluation criteria
Illustrative role setup
Senior Product Manager → role criteria
Upload job description
Paste or link
ATS import
Role analysis
Description + confirmed attributes + curated rubric
Role criteria
Active01Product strategy
02Cross-functional leadership
03Measurable product outcomes
04Customer discovery
Version 03 · visible
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
62
Candidate 03
Moderate fit
Initial analysis
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.
Adds
Brings useful design-systems and AI workflow depth.
Risks
Live portfolio review should validate final craft quality.
ResumePortfolio5 sources reviewed
02 · Evidence Review
Understand the analysis, not just the score.
Each submitted candidate is evaluated against the active criteria. The score and exact fit band lead into requirement findings, supporting sources, what deeper analysis added, and what still needs validation.
03 · Interview & Team
Carry uncertainty into the next human conversation.
Turn gaps into focused interview questions, add reviewer context, and keep the evidence behind the discussion visible.
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?
Shared review
Carry context into the decision
Team feedback
Review and add context
Shared decision record
Evidence
Questions
Team view
04 · Continuity & Ask
Useful context compounds across roles.
Authorized teammates can revisit retained profiles and ask scoped questions about one person, a role, or the workspace.
Candidate workspace
Keep role history connected
Candidate 01
2 role reviews retained
Role A
Prior analysisRole B
Future reviewAsk TrueRole
Questions at the right scope
Single candidateOne roleWorkspace
“Where should the team validate evidence next?”
Supporting context
Limitations surfaced
05 · Governance
Analysis you can inspect. Decisions your team owns.
TrueRole organizes criteria and evidence without replacing decision-makers.
Criteria stay visible
Reviewers see the criteria used for each candidate.
Evidence stays reviewable
Evidence, gaps, and open questions remain inspectable.
People make the decision
TrueRole provides analysis; your hiring team decides.
Give TrueRole a role.
See the criteria, evidence, and reviewer controls in the context of your hiring process.