AI Scoring & Shortlisting
with depth and nuance.
Score and Shortlist candidates for what matters, on and off the job description. Mega HR uses role-aware & ideal candidate criteria AI to identify and prioritize the strongest candidates consistently and at scale, while preserving the nuance humans care about.
Scale shortlisting without losing nuance
Mega HR goes beyond keyword matching. It evaluates experience, context, and fit against your real hiring bar—then explains the “why” behind every shortlist recommendation.
Beyond the job description
- Factor in team needs, role scope, and hiring priorities
- Apply off-spec criteria consistently across all candidates
- Surface adjacent or transferable experience that maps to the role
Depth + evidence in every decision
- Cite evidence that supports each conclusion
- Separate signal from noise in candidate experience
- Flag gaps and suggest follow-up questions
Consistent at scale
- Cite concrete evidence that supports each conclusion
- Separate real signal from noise in candidate experience
- Flag gaps or risks and suggest targeted follow-up questions
Not just a score.
The “why” is attached.
Megan explains every score with evidence—so reviewers can understand the decision, trust the signal, and move faster with confidence.
- Rubric-aligned scores with clear reasoning
- Evidence cited from resumes, screening, and interviews
- Gaps and risks called out with suggested follow-ups
Synced back into your ATS
The score, justification, and evidence are written directly to the candidate record—so your team reviews in the system you already use.
Keywords miss great people.
Humans don’t scale.
High-volume roles create pressure to move fast. That’s when teams fall back on shallow heuristics—schools, companies, titles, and keyword matches—while strong candidates slip through.
Mega HR screens with context: what matters for the job, what’s transferable, and what evidence actually supports a shortlist decision.
The best screening processes evaluate candidates against consistent criteria and rely on evidence—not pedigree or keyword matches.
Find candidates who truly fit—
faster and with clearer signal
Shortlists you can trust
Spend less time sorting piles and more time closing great candidates. Mega HR produces explainable rankings with evidence and follow-ups.
- Move from intake to shortlist in minutes
- Consistent criteria across every applicant
- Clear “why” behind every recommendation
- Less bias, less noise, better signal
Nuance, not noise
Go beyond the JD. Mega HR captures what you actually care about—scope, impact, ownership, and domain depth—and flags what needs validation.
- Spot real experience, not rehearsed phrasing
- See evidence tied to competencies
- Get follow-up questions to validate gaps
- More consistent shortlists across recruiters
Depth you can audit
Mega HR evaluates each candidate against your hiring bar, extracts evidence, and explains recommendations clearly— so shortlists stay consistent and defensible.
Your rubric, not ours
- Must-haves vs nice-to-haves
- Competencies and domain priorities
- Off-spec signals to value (or avoid)
Signal extraction
- Impact, scope, and ownership
- Progression and complexity over time
- Transferable experience + evidence
Shortlisting with reasons
- Rank candidates by rubric fit
- Evidence and risks are explicit
- Recommended follow-ups for validation
Bi-directional sync with your ATS
Your jobs, candidates, stages, interviews, notes, all sync in-realtime between your ATS and Mega.
Never any tedious double work.
AI Auditing & Assurance
Powered by Warden AI, Megan undergoes continuous audits for bias and other risks, giving ongoing visibility into fairness, compliance and system behavior.
- Independent bias audits
- Compliance monitoring
- Transparent reporting
- Fairness assessments
See AI Screening and Shortlisting in action
Watch how Mega HR evaluates candidates with nuance, prioritizes with evidence, and produces shortlists your team can trust.
Questions hiring teams ask first
Is this just keyword matching?
No. Mega HR evaluates candidates against role context and your rubric, extracts evidence, and explains the “why” behind rankings—so you get depth, not just search.
Can we include off-spec criteria?
Yes. You can weight domain priorities, transferable experience, industries, tools, and any “signals you value” so screening matches how your team actually hires.
How do we see the rationale behind a shortlist?
Each recommendation includes a structured explanation, evidence pulled from the application, risks or unknowns, and suggested follow-ups—so decisions are transparent and auditable.
Where does this live in our workflow?
In Mega HR—and when integrated, directly in your ATS. Shortlists, notes, and screening signal stay connected to the candidate record.