AuriHire

Find the right candidates. For the right reasons.

Give AuriHire a job description and it reads your whole résumé database against it, including everyone who applied for other roles. Every candidate comes back ranked and explained, the ones who fit and the ones who do not.

The Problem

Résumé matching is now done by software that reads the wording of the posting.

Applications per role have doubled in three years while recruiting teams have shrunk.1 A CV that says the same thing in other words drops out, and the résumés already in the database are never opened at all.

Qualified people are rejected

88%

of employers say qualified high-skilled candidates are rejected for not matching the exact wording of the posting2

The AI layer is a black box

0

reasons behind the shortlist an AI screening tool hands back, so a client, a candidate or a regulator who asks what the decision rested on gets nothing

Shortlisting takes the time

63 days

to fill a role on average in 2025, across the hiring data of 6,640 companies3

Solution

AuriHire is an AI shortlisting app that automates the grunt work of matching résumés to jobs.

A recruiter approves the selection criteria drawn from the job description. AI then reads every résumé already in the database, in full, against them.

Qualified people are read

A CV that says the same thing in other words is still read and still counts. Wording and matching terms decide nothing.

Every verdict shows its line

Each requirement comes back with a verdict and the quotation from the CV behind it, or the figure worked out from its dates.

The whole pool, in minutes

Every résumé held is read against the job, not the forty CVs a recruiter can reach, and the run finishes in minutes.

AuriHire turns a week of reading into minutes, and every name on the list arrives with the evidence that put it there.

What a reason looks like

Accountable head of facility during USFDA inspections Met

“I was the accountable head during the USFDA inspection of our unit in 2021 (two 483 observations, both closed) and again in 2023 (no 483).”

quoted from the résumé, checked word for word · read 21 Oct 2026

15+ years in clinical research Met

Head, Clinical Pharmacology · 2012–present
Senior Investigator · 2009–2012
16 years, overlapping roles counted once

worked out from the dates on the page · read 21 Oct 2026

How it works

The recruiter’s new role screen, with the drop zone for the job description outlined in red; below it a role title field and a box to paste the text.

Tap or swipe to read the screen

01Paste the job description. Upload the file or paste the text. Nothing else is asked for.
The recruiter’s criteria screen: each requirement as a line of text with its importance and category, and the terms it is matched on beneath it. The first requirement is outlined in red.

Tap or swipe to read the screen

02Approve the requirements. Each one carries its importance, its category and the related terms that surface candidates to read. The approval is stamped with a name and a time, and nothing is screened until it happens.
The recruiter’s shortlist: 49 of 49 resumes read against 16 requirements, candidates ranked, the first opened to a table of requirement, verdict and verbatim evidence, with red outlines on the score, the verdict and the quoted line.

Tap or swipe to read the screen

03Read the ranked list and its reasoning. 49 résumés against 16 requirements. The top candidate clears all seven must-haves, on evidence found for 14 of the 16 requirements, and every verdict opens to the line behind it. Candidate names and quoted lines here are stand-ins.

Why we win

Three things built into every run.

  1. 01AI native.The first pass is a model reading the CV end to end, the way a recruiter reads it, and judging it on what it means.
  2. 02The recruiter is in control.Criteria come from the job description and a person approves them, with a name and a time on the approval, before the reading starts.
  3. 03Audit ready.Every requirement carries a verdict and the evidence behind it, for the candidates who matched and for the ones who did not, ready for a compliance review or a client audit.

The evidence is made at the moment the decision is made, which is what lets it hold up a year later. A name on the list and the reason it is there come out of the same reading.

Request a demo

See it read against your own job description.

Tell us what you are hiring for. We will run a screening on résumés you choose and walk you through every verdict it returns.