INDUSTRY · HRTECH
Recruiting at scale is a data pipeline problem. We build the pipeline.
ATS backends, candidate scoring models with EEOC-auditable outputs, and outreach engines that process 50,000 applications per month without per-seat pricing that kills unit economics.
WHY
Modern recruiting at scale is a data pipeline problem. Resume parsing, deduplication across job boards, inbound volume filtering, and structured candidate profiles that feed downstream scoring. We've built ATS backends that process 50,000+ applications per month without the per-seat pricing that kills unit economics at volume.
Candidate scoring models need to balance predictive accuracy with explainability and bias auditability. We build scoring pipelines that combine structured firmographic signals, role fit indicators, and historical outcome data while producing feature attribution that recruiters can examine and compliance teams can audit under EEOC and GDPR requirements.
Recruiter outreach is the same systems problem as sales outreach, applied to a different database. Personalization at scale, sequence automation, response tracking, and calendar integration. We build the engine that runs the outreach, not just the UI that sits on top of a SaaS tool you can't inspect.
WHAT WE BUILD
Relevant capabilities
CAPABILITY · 01
Custom Platforms
Applicant tracking systems, recruiter dashboards, and candidate pipeline management tools.
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CAPABILITY · 02
AI & Machine Learning
Candidate scoring models, resume parsing pipelines, and job-fit prediction with EEOC-auditable outputs.
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CAPABILITY · 03
Data Engineering
Multi-source applicant ingestion, deduplication across job boards, and workforce analytics pipelines.
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CAPABILITY · 04
Automation & Integration
Outreach sequence automation, calendar integrations, ATS-to-HRIS sync, and onboarding workflow engines.
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CAPABILITY · 05
Algorithms & Optimization
Job-to-candidate matching algorithms, interview scheduling optimization, and sourcing channel ROI models.
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CAPABILITY · 06
Infrastructure & DevOps
GDPR-aware infrastructure with candidate data retention policies, access logging, and right-to-erasure workflows.
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FAIRNESS POSTURE
EEOC-auditable scoring and bias monitoring
Candidate scoring models in 2026 face NYC Local Law 144, EEOC guidance, and state-level AEDT rules. We design for the audit before the launch. Protected-class proxies (zip code, name-origin signal, gendered language) are surfaced and either excluded or monitored for disparate impact. Four-fifths rule monitoring runs daily across the candidate funnel: selection rate per protected group divided by the highest-rate group should stay above 0.8. Below that triggers an automated review and a paused stage. Annual bias audit report generates from the same pipeline that powers the recruiter dashboard, so the numbers match. Every scored candidate gets feature attribution stored with the score so a candidate can request the basis of an adverse action and we can produce it. Model cards published per release with training-data demographics, feature list, and known limitations.
SAMPLE WORK
What we've shipped
ATS backend processing 50,000+ monthly applications with multi-source deduplication and structured candidate profiles.
Candidate scoring pipeline combining 30+ signals with EEOC-auditable feature attribution and bias monitoring.
Recruiter outreach engine running 500+ personalized sequences per day with calendar integration and reply tracking.
Workforce analytics platform tracking time-to-hire, source quality, and offer acceptance rates by role and team.
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