Every applicant interviewed. You meet the best.
Scout scores each one against your role and hands you a ranked shortlist, in hours not weeks.
Built by recruiters who know the grind firsthand
You already know hiring takes too long. Too many resumes, too many screening calls, too many great candidates who never even get a conversation.
Scout gives every applicant a real interview. It asks the questions, listens to the answers, scores them against your criteria, and hands you a ranked shortlist.
You stop screening resumes. You start meeting the best people.
Scout runs your first-round interviews
Scout runs a structured first-round interview with every candidate, asking the questions you define, listening to the answers, and following up naturally, any time of day.
Learn about AI InterviewsMore candidates, fewer no-shows
Scout interviews by voice, video, text, or email, in 5+ languages, so you reach your whole audience and far fewer drop off before the interview.
A ranked shortlist before you open a single resume
Scout reads every application against your criteria and surfaces the strongest matches for interviews, so your shortlist is ready before you’ve finished your coffee.
Learn about resume screening
Rediscover talent you already know
A new role doesn’t mean starting from zero. Search everyone who’s already applied and Scout ranks them by fit. Your next hire may already be a yes.
Learn about talent pools
Live in days, not months.
Three steps from your current ATS to a ranked shortlist.
Import & go
Your candidates, pipelines, and history move over from your current ATS, with zero disruption to your team.
Tuned to your roles
Every role runs on your questions, your rubric, and your weights. We handle the setup with you.
Live on day one
Scout interviews and scores every applicant from the start, so you open a ranked shortlist instead of a stack of resumes.
The science of hiring
Structure beats gut feel
more accurate at predicting performance when candidates are scored on a rubric, not a hunch
Relative accuracy at predicting job performance
Pooled across more than 150 studies, scoring candidates on a consistent rubric beat expert human judgment by over 50%, even when those experts knew the role inside out.
Kuncel, Klieger, Connelly & Ones, Journal of Applied Psychology (2013)
In a landmark study, interviewers rated candidates who were answering questions at random, and still formed confident impressions. The casual chat feels insightful and predicts almost nothing.
Dana, Dawes & Peterson, Judgment and Decision Making (2013)
When you ask the same questions and score on the same rubric, the structured interview is the single strongest predictor of job performance, ahead of cognitive ability tests.
Sackett, Zhang, Berry & Lievens, Journal of Applied Psychology (2022)