HireYouGo brings candidate intake, resume matching, technical assessment, and hiring evidence into one connected workflow while recruiters stay in control of every decision.
Backend Engineer
Candidate pipeline · 38 applicants
38
Applied
12
Shortlisted
05
Assessment
Recommended review
Ranked by role fit
Dinesh S
Backend Engineer
92%
match
Rohan K
Backend Engineer
86%
match
Ravi A
Backend Engineer
79%
match
6
connected workflow stages
from role setup to final sync
1
candidate source of truth
resume, activity, results, and notes
100%
human-controlled decisions
AI supports review; people choose
No disconnected spreadsheets and no context lost between sourcing, screening, assessment, and review. Every stage adds structured evidence to the same profile.
Define the job, requirements, and application questions.
Output
Role + score criteria
Use a branded form, bulk resume upload, or an ATS connection.
Output
One candidate pool
Structure each resume and compare evidence against the role.
Output
Explainable fit signals
Filter, compare, and group candidates before taking action.
Output
Recruiter-approved group
Invite selected people to coding, MCQ, cloud, or voice rounds.
Output
Evidence-rich scorecard
Review the full record and move the candidate forward.
Output
Decision + ATS update
The workflow is not rigid. Skip an assessment, add multiple rounds, or return a candidate to review. HireYouGo keeps the history and current stage aligned.
Start with a public application form, upload resumes in bulk, or pull candidates from an integrated ATS. Duplicate records can be reviewed before they fragment your pipeline.
HireYouGo parses the document into structured fields, then matches the candidate against the actual job description not a generic keyword list.
Move the approved shortlist into role-relevant assessments. Results, replays, proctoring events, and interview evidence attach to the same candidate record.
HireYouGo combines role-specific signals into a ranked view, then keeps the supporting evidence close to the score. Recruiters can see why someone matched, what may be missing, and where more validation is needed.
Decision safeguard
Match scores prioritize review. They do not make an automatic hiring decision, and teams should validate job relevance, accommodations, and context before acting.
Candidate evidence
What contributes to the review
Role alignment
SignalSkills and experience found in the resume that map to the job description.
Evidence quality
SignalHow clearly the resume supports a claim with relevant work, projects, or outcomes.
Assessment performance
SignalRole-specific results from the rounds you choose to include.
Interview evidence
SignalStructured signals from voice interviews, code reviews, and recruiter notes.
Bars illustrate the types of signals shown in a review; they are not fixed scoring weights. Criteria and assessment mix depend on the role.
Recruiter journey
Build
Create the role and choose the screening stages.
Review
See matched skills, gaps, reasoning, and source documents.
Validate
Invite the shortlist and compare structured results.
Decide
Advance, reject, group, export, or sync with an activity trail.
Candidate journey
Apply
Complete a branded form and share one resume.
Receive
Get a direct invite to the relevant assessment.
Demonstrate
Work in a realistic environment with clear instructions.
Progress
Move through a consistent process without duplicate data entry.
Live data flow
Connected systems
Your ATS
Jobs + applicants
HireYouGo
Screen + assess
Recruiting team
Review + decide
Scorecards
Evidence + results
HireYouGo can own the screening workflow or sit beside your existing applicant tracking system. Candidate data comes in; structured outcomes and stage updates go back.
Candidate information, team actions, and system access are designed around organization boundaries and reviewable activity.
Database-level row security separates each organization’s records.
Important recruiter and admin events remain available for review.
Shortlists and final outcomes remain explicit team decisions.
No. Matching and ranking help recruiters focus their review; your team controls shortlist, rejection, invitation, and hiring decisions.
Yes. A role can use application screening only, or add the assessment rounds that matter coding, MCQ, cloud workspace, and voice interview.
Each score is tied to source evidence: the job description, parsed resume fields, assessment results, interview output, and the scoring configuration used for that role.
It can run the screening and assessment workflow directly, or work alongside your ATS. Greenhouse and Lever connections keep outcomes in the system your team already uses.
Candidates receive a clear application and assessment journey, while internal scores, notes, and reviewer actions stay in the recruiter workspace.
Organization data is isolated with database-level row security, privileged actions stay server-side, and important workflow events are recorded for review.