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KASAUTI IQ

From a job description to a ranked list of candidates.

Upload the job description and the position form is filled in for you to check. Add the hiring panel and their hours, attach candidates with their résumés, and sort them by how well each résumé matches the position.

Book a DemoSee Online Assessments
Senior Backend Engineer · CandidatesSample data
Candidate 1Referral86
Candidate 2Job Board74
Candidate 3Agency68
Candidate 4Career Site41

Match score from 0 to 100. Stages change only when a person moves a candidate.

Positions

Start from the job description you already have.

Upload it as a PDF, Word file or plain text. The AI copies what the document says into the form and leaves a field empty when the document doesn't say.

  • Title, department, employment type, workplace (onsite, hybrid or remote), location, openings, experience range, description and up to 30 skills.
  • Nothing is invented or improved. You check every field before saving.
  • Interview questions for the position can be generated by AI when you create it, up to 30.
  • Save as a draft or publish. Put a position on hold, close it, or set a date for it to close on its own.
New PositionSample data
backend-engineer.pdfRead · check each field before saving
Position TitleSenior Backend Engineer
Employment TypeFull-Time
WorkplaceHybrid
Experience5 – 8 years
SkillsGoPostgreSQLKafkaKubernetesgRPC
Save as DraftPublish Position
Hiring Panel and HoursSample data
  • Interviewer 1Mon–Fri 10:00–13:00
  • Interviewer 2Tue, Thu 14:00–17:00
  • Interviewer 3Wed 09:00–12:00
  • CandidatesMon–Fri 09:00–18:00

Someone on the panel is busy at that time.

Interviewer 2: 14:00 – 15:00

Schedule Anyway

Hiring panel

Who interviews, and when they can.

Each position has its own panel and weekly hours, so scheduling a round starts from the right people and times.

  • Up to 10 people on a position's panel.
  • Add someone new by name and work email. They get a link to set a password, valid for 72 hours.
  • Weekly hours for each interviewer, and for candidates, shown as hints when you schedule.
  • A warning when someone on the panel is already busy at the time you pick.

Candidates

One record per candidate, read from their résumé.

Upload the résumé and the candidate form is filled from it: name, contact details, current role, experience, skills and education. You check it before saving.

Résumé
PDF or Word (.docx), up to 5 MB, in private storage. Age, date of birth, gender, marital status, nationality and religion are not copied, even when the résumé states them.
Source
Where the candidate came from: Added by Recruiter, Referral, Job Board, Agency, Career Site, Other. A referral names the person in your company who referred them.
Positions
One candidate can be on several positions. Add or move up to 100 at a time.
Duplicates
Each email belongs to one candidate. Adding the same email again points you to the existing record.

Match score

A 0 to 100 score for where to look first.

The AI compares the résumé with the position and scores five parts. The total is a weighted sum worked out in code.

40%
Skills
How many of the position's skills the résumé shows with real use.
25%
Experience
Years and level against the position's experience range and the kind of work.
20%
Role Relevance
How close past roles, products and domain are to this position.
10%
Education
Education or certifications against what the position asks for. None listed counts as 50, neither a strength nor a gap.
5%
Keywords
The position's important terms used in context, not stuffed in.

What It Is

  • A weighted total of five parts, each from 0 to 100, added up in code rather than by the AI.
  • Shown with the skills it found and the skills it didn't, and a short summary of strengths and gaps.
  • Worked out again when the résumé or the position changes.
  • A way to decide whom to read first.

What It Isn't

  • A decision. Nobody is rejected or moved to another stage because of it.
  • Influenced by name, gender, age, photo, nationality, religion, family status, address, health, or a gap in work history for caregiving or health.
  • A reward for a longer or better-formatted résumé.
  • Something a résumé can talk its way into: text in the résumé is read as information, never as an instruction.
Candidate 1 · Match ScoreSample data
Weighted total78 / 100
  • Skills 40%85
  • Experience 25%80
  • Role Relevance 20%70
  • Education 10%50
  • Keywords 5%90
Matched SkillsGoPostgreSQLKubernetesMissing SkillsKafkagRPC

Stages

Four stages, moved by people.

Each candidate on a position is in one stage. Move one from their profile, or many at once from the position's list. Every move records who made it.

  • Sourced
  • Shortlisted
  • Waitlisted
  • Rejected
  • New candidates on a position start as Sourced.
  • No score, test result or report moves a candidate. A person does.
  • The candidates list also shows each candidate's current interview round.

Questions about positions and candidates

Résumés as PDF or Word (.docx), up to 5 MB. Job descriptions as PDF, Word or plain text, with the same size limit. Résumés are kept in private storage.

No. The score only helps you decide whom to look at first. Stages change only when someone moves a candidate, and the move records who did it.

Yes. A candidate is one record, identified by their email, and can be added to any position that isn't closed. You can add or move up to 100 candidates at a time.

Only people in your company, according to their permissions. Someone can be limited to the candidates they interview. Every request is checked on the server.

Yes, unless they have interviews on it. Interviews keep their recording and report, so those candidates stay on the position, and their interview data is removed through the data deletion process instead.

See it with your own hiring process.

Tell us the roles you hire for. We'll walk through an assessment, an interview and its report, built around one of them.

Book a DemoSee Pricing
  1. 1

    We reply within one working day to agree a time and the roles to cover.

  2. 2

    A 30-minute walkthrough of the product with your own positions.

  3. 3

    A pilot if it fits with a defined group of candidates.

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