IntuiHire scores and ranks every applicant against the criteria you set, and shows you the reasoning behind every name on the shortlist. Built for entry-level and graduate roles.
A single role can draw up to 280 applications, and yet a third of employers report hard-to-fill vacancies.
Hiring for the first time makes that pile harder, not easier. There is no benchmark in your head for what a good application looks like for this role, because you have not seen forty of them before. There is no existing process to fall back on, because you have never needed one. And the work lands on top of running the firm, so the reading gets done late in the evening or not properly at all.
That is a problem of time and structure. It is not a problem with your judgement, and the answer is not to trust your instincts less. It is to get the pile into an order you can defend, with the reasoning attached, so your judgement is spent on the four people worth interviewing instead of the ninety who are not.
The criteria are agreed with you before anything is scored, and every recommendation is checked by a consultant before it reaches you. The score informs the decision; it never makes the decision alone.
A short conversation, about fifteen minutes. Which skills matter, which are desirable, and what the practical requirements are. Agreed before anything is scored.
Each one scored against those criteria using OneMatch, our own assessment method. Every applicant, not a sample.
No candidate is shortlisted or rejected on a score alone. Where the score and professional judgement disagree, that is recorded.
Every name comes with the reasoning behind its placement, broken down by the criteria you agreed.
The report carries the reasoning for the people who did not make the shortlist too, so nobody has to be turned down without an answer.
One document: every applicant ranked, a score for each, the component breakdown behind that score, and a recommendation you can act on or argue with. Component-level scores are kept rather than just the final percentage, which is what lets any decision be explained later, to you or to a candidate who asks.
The example below is the type of shortlist report overview you receive, and will vary with the requirements of the role. As we are constantly improving it, your report may look slightly different. The employer name and every candidate shown are synthetic, used for demonstration only. This particular example is from a full assessment; Screen on its own is scored on the experience, knowledge and aptitude side, without the questionnaire half, unless you add the optional questionnaire module.
| # | Candidate | AVL | EKA | OneMatch | Recommendation |
|---|---|---|---|---|---|
| 1 | Hannah Wright | 99.1 | 67.2 | 83.2% | Interview: strongest fit, review recommended |
| 2 | Daniel Osei | 78.6 | 40.0 | 59.3% | Hold: borderline, more experience but narrower skills |
| 3 | Sophie Bennett | 67.2 | 23.9 | 45.5% | Decline: transferable skills only, no finance grounding |
| 4 | Ryan Doyle | 28.4 | 19.0 | 23.7% | Decline: no relevant skills or sector experience |
Swipe to see the full recommendation →
Hannah's CV says “Budgeting”, not “Budget Management”; the alias layer matched them, where exact-match scoring would have missed it entirely.
Download the full sample report (PDF, 2 pages) →We assess and rank the applications you already hold. Fixed fee, agreed before any work starts. Never a percentage of salary.
We are not VAT registered, so no VAT is added.
If you would rather we ran the whole process, advertising the role through to a settled placement, that exists too. See the full range of services and fees.
We're testing IntuiHire on a small number of real vacancies before taking it fully to market. Where capacity allows and the role is a suitable fit, we'll run one at no charge in exchange for honest feedback, agreed in writing beforehand. If the pilot's already spoken for by the time you get in touch, we'll offer a reduced rate instead, so it's still worth asking.
IntuiHire is small, and deliberately so. If you get in touch you will be dealing with Joshua, who runs it. The same person takes the brief, runs the assessment and reviews the shortlist, so nothing is handed between accounts and nothing gets lost in a handover.
It is also early. There is no long client list to point at yet, which is exactly why the method is set out in full on this page and why the pilot above exists. It is easier to judge the work than to judge a promise.
Joshua, IntuiHire
No. OneMatch is a scoring method that works from criteria you agree in advance, not a black box that forms its own opinion. A consultant reviews every recommendation before it reaches you, and you make the hiring decision.
No. It is who this is designed for. The briefing conversation covers what the role actually needs, and no prior recruitment experience is assumed. You do not need to arrive with a job specification or a scoring framework.
It depends on how many applications there are, and on whether we are assessing a pile you already hold or advertising the role from scratch. We agree a timescale with you at the same time as the criteria, before any work starts.
Applications you already hold stay yours. When we assess them we act on your instructions, we delete the data within 30 days of returning the shortlist, and those candidates are never added to any talent pool of ours. The privacy notice sets out the detail, including how scoring works and what a candidate can ask for.
A short form, about three minutes. No obligation, and no candidate CVs at this stage.
Tell us about the role Or call 0161 528 8696 / email info@intuihire.com