A ranking method recruiters can inspect
Signal Shortlist combines brief understanding, structured profile evidence, and transparent weighting. The system is designed to help teams prioritize review, not replace human judgment.
1. Parse the job brief
The role description is converted into requirements, outcomes, constraints, and nice-to-have signals so candidate evidence is compared against the same target.
2. Score evidence
Profiles are evaluated across semantic fit, skills, trajectory, behavioral clues, and activity recency with missing information treated as uncertainty.
3. Explain the rank
Every shortlist row includes score components and evidence notes so hiring teams can challenge, validate, or override the recommendation.
Scoring rubric
The same dimensions power candidate cards, exports, and methodology explanations.
- Direct overlap with required product design, workflow, research, accessibility, and systems skills
- Strength of adjacent skills such as AI product design, recruiting technology, or data visualization
- Evidence that skills were applied in comparable B2B SaaS contexts
- Years and level of ownership in product design roles
- Experience with enterprise, HR, recruiting, collaboration, or decision-support products
- Evidence of cross-functional delivery with product, engineering, research, and business partners
- Concrete outcomes, case studies, or artifacts tied to the brief's core problems
- Recent candidate activity that confirms interest and validates claimed experience
- Clear examples of decision-making, tradeoffs, and measurable impact
- Recent expansion from execution into strategy, systems, or leadership
- Signals of learning in AI-assisted, data-rich, or operationally complex product areas
- Pattern of taking on broader ownership across roles
- Availability relative to the team's target start date
- Location, timezone, and remote or hybrid compatibility
- Compensation expectations and any known constraints or flags
Trust safeguards
Human decision rights
Scores prioritize review order only. Recruiters remain responsible for interview selection and final decisions.
Evidence over inference
The model favors stated experience, work samples, and profile facts over unsupported assumptions.
Demo disclosure
Sample candidates are labeled as demo data so fabricated metrics are not confused with live ATS records.