For staffing desks and in-house hiring teams
Every applicant read.
Every call still yours.
Every resume read against the requirements you wrote, with the line from it that proves each one. Every interview recorded, with the moment attached. The shortlist you hand over arrives carrying its own proof.
$0.10/application · $7.00/completed interview. No card needed.
Priya N.
Senior ServiceNow Developer · req #4471
must-have
3+ years hands-on ServiceNow ITSM
“Led the ITSM rollout at Kestrel for four years — incident, problem and change.”
Resume, page 1 · their words, not our summary
must-have
Regulated-industry exposure
Nothing in the resume settles this one either way.
Needs reviewa person decides this one
The file you read is the file you hand over — to your client, or to your own hiring manager.
Two desks, one file
Who opens your shortlist?
The evidence is identical either way. What changes is the person you have to convince — and everything after that point is built for one of these two desks. Pick yours.
IT contract staffing
You submit to a client.
You get paid on the submittal.
You are one of several vendors on the req. Your client's hiring managers open the shortlist behind a sign-in, on free accounts of their own, and read the proof themselves.
- Client share links that need a sign-in, and expire when you say
- Upload the pile of resumes already on your desk
- Teams, so a desk with several recruiters works
Hiring for your own team
You walk into a decision meeting.
It all comes down to the decision meeting.
No client, no submittal — a hiring manager down the hall with forty minutes and three finalists. They read the same proof you did, before the meeting, so the meeting can be about the person.
- Your own careers page, hosted and found on Google
- An applicant board that remembers who moved whom
- Feedback and transcripts candidates keep — your employer brand
One working day
What the machine does. What you do.
It does the reading and the listening — not the deciding. Every judgement that ends someone’s candidacy is made by a person, and every one of them is logged with a name against it.
For illustration — nine resumes arrive overnight, and all nine have been read before she sits down. A scene, not a statistic about anyone’s desk.
- 01the machine
Every one of them is read.
They arrive through your own careers page at tukadi.com/jobs/your-company, through an emailed invite, or as a folder of resumes you drop in all at once. You write the must-haves and nice-to-haves as plain sentences — no boolean strings — and each resume comes back marked against them: met or not met, the line from the page that says so, and how certain the AI is. New arrivals are picked up within about fifteen minutes, day or night.
- Upload a folder at once
- Requirements in plain English
- A quote behind every call
- 02the machine
Everyone gets asked.
A voice interview that has read the resume, so it asks about the actual project on page one and follows up on the answer it just heard. Camera on, video and audio recorded, consent asked for up front and kept on file. If someone switches away from the interview tab, you see a flag — it never counts against their score.
- Asks about their actual work
- Consent asked up front
- Transcript and recording
- 03you
You decide. Whoever you hand it to can check your work.
Every skill score jumps to the moment in the transcript it came from, with the recording underneath, on a board that remembers who moved whom and when. When the shortlist is ready, share it behind a sign-in — with your client’s hiring managers, or the one down the hall. They get free accounts of their own; there are no seats to buy. And every decision that ends someone’s candidacy is made by a person, with their name on it.
- Score → the moment it came from
- A record of who moved whom
- Free accounts for reviewers
Why this scoreData modelling4/ 5“I'd denormalise the junction object first — the report needed one row per quote line, not per opportunity.”
Transcript 07:42 · the recording opens at this moment
A shortlist is a claim.
Evidence is what makes it worth reading.Whoever you hand it to — your client, or the hiring manager down the hall — does not have to take your word for the ranking. They can open the transcript and hear the sentence it came from.
“I'd denormalise the junction object first — the report needed one row per quote line, not per opportunity.”
Transcript 07:42 · the recording opens at this moment
Every skill score points at the moment it came from. Open the recording there and hear it. That is what makes a number worth putting in front of someone who was not in the room.
The line we do not cross
No one is ever rejected by the machine.
Ineligible is not a decision. Uncertain is not a decision. The application stops, gets marked Needs review, and waits for a person. Every outcome that ends a candidacy has a name and a time against it.
- Uncertain is not a rejection
- A tab switch is a flag, not a score
- Demographics never reach the AI
Application 4471-08 · AI screening
Held for a person
One must-have the resume does not settle either way.
- decided by
- a person, always
- logged as
- a permanent record
- visible to
- you, and whoever you shared with
The other person in the hire
Ask someone for fifteen minutes. Give them something back.
After the interview a candidate keeps the full transcript, gets feedback on their answers, and earns skill proofs backed by what they actually said. They can practise first — free AI mock interviews, ten a month, private by default, feedback and transcript included.
Their transcript is theirs. Theirs to read, keep and download.
Feedback, not a rejection wall. Answer-by-answer feedback once the interview is done.
Their application stays where it was sent. It belongs to the one job they applied to, and is never shown anywhere else unless they ask for that.
Candidates can also add themselves to a talent pool. Letting recruiters search it is still to come — it is not live yet.
Where we stand
What we watch. And what we have not done yet.
You are putting AI between a person and their next job. You should know exactly what it does and does not touch.
The AI never sees who someone is.
The diversity questions candidates answer are there for your reporting. They are never shown to the AI and never affect a score.
We watch for adverse impact.
We track how different groups fare at each stage against the four-fifths rule — the 80% benchmark regulators use.
Consent up front, and a permanent record.
Candidates agree to being recorded before the interview starts, and that agreement is kept with their application. So is every decision, and who made it.
Your applicants stay yours.
An application belongs to the one job at the one company it was sent to. It never turns up anywhere else unless the candidate chooses that.
Candidates can get their data, or have it deleted.
Both requests come straight from their own account, without going through you.
Two weeks, on us
Run one live role through it.
Take a role you are working this week — a client req or your own opening — and see what the person you hand the shortlist to makes of it. After the trial: $0.10 per application · $7.00 per completed interview, one invoice a month. No card needed.
We turn the trial on for you after a short call. No card involved.