Hiring is still human.
Evaluation should be governed.
Professional hiring requires professional thinking.Every hiring decision demands careful evaluation, consistent reasoning, documented evidence, and defensible judgment.COMPAS performs the structured analytical work behind those decisions—under governance—so recruiters and HR professionals can focus on interviewing, relationships, and choosing exceptional people.
Hiring got more complicated.
Most hiring processes didn't.
Clear decisions without more manual work
Modern hiring needs speed, consistency, and a record that can be reviewed later.
Four inputs. One governed hiring record.
COMPAS© connects the information hiring teams already use, applies one standard, and keeps the reason for every decision.
People make the hiring decision. COMPAS© makes the process clear, consistent, and easier to defend.
The three core value pillars of COMPAS©
Time Compression
Reduce weeks of analytical work to hours — creating more revenue-generating recruiting capacity.
Better Decisions
Consistent evaluation, repeatable methodology, higher confidence, better candidate comparisons.
Governance & Defensibility
Audit-ready decisions, organizational memory, documented rationale, permanent evaluation history.
Built for people who make hiring happen.
Whether you hire, recruit, or support job seekers, COMPAS© helps you make clearer decisions with less manual work.
Recruiters
Recruiters
Review candidates faster, compare evidence clearly, and build stronger shortlists with confidence.
HR Teams
HR Teams
Give every hiring team one clear standard for evaluating candidates, documenting decisions, and reducing risk.
Career Coaches
Career Coaches
Help clients see their strengths, address evidence gaps, and prepare for the roles they want.
One instrument.
Every stage of the hire.
See the depth of a complete COMPAS© report.
Each report moves from the decision summary to evidence scoring, interview verification, ranking, and a governed selection record.
The complete report structure
The table of contents shows how COMPAS© organizes the full review: executive decision posture, requirement mapping, evidence analysis, interview intelligence, ranking, selection record, and governance.
A complete, seven-part decision record that moves from review to interview, ranking, selection, and governance.
Recruiters and clients can see that COMPAS© supports the complete hiring decision, not only resume scoring. Candidates are ranked against the same documented, role-relevant criteria, while evidence, rationale, and governance controls remain available for human review.
Decision posture and score rationale
The executive review brings the COMPAS© Index, review band, five scored dimensions, rationale, and scoring confidence into one clear decision view.
A five-dimension scorecard with evidence, rationale, and confidence attached to the result.
Recruiters and clients can see how the score was reached, where confidence is strong, and what still needs human verification. That makes the recommendation easier to review, explain, and defend.
Interview questions tied to evidence gaps
Unresolved evidence is converted into required verification questions, with success signals that help the panel record consistent, role-relevant answers.
Required interview questions created from unresolved evidence gaps, each with a defined success signal.
Recruiters and clients get a consistent interview process that turns missing evidence into documented follow-up rather than guesswork. The same verification standard can then be applied across every candidate.
Scroll, swipe, or use the arrows to move through the report.
Built for decisions that need to be explained.
COMPAS© keeps evaluation structured, evidence-led, and human-reviewable without turning the main workflow into a legal argument.
Human review stays in the workflow
COMPAS© structures decision-making without removing the reviewer from the process.
Evidence is separated from assumption
Confirmed evidence, missing documentation, and unresolved questions remain distinct.
Outputs are structured and reviewable
Every report follows a consistent format that can be read, checked, and explained.
Every decision path can be explained
The record shows how inputs became evaluation logic, outputs, and next actions.
Human judgment is irreplaceable.
Unstructured judgment isn't.
COMPAS© doesn't make hiring decisions. People do. COMPAS© ensures those decisions are based on consistent criteria, documented evidence, and a permanent record that organizations can trust.
Because the future of hiring isn't automated.
It's governed.
COMPAS© was shaped not only by AI engineers and executive coaches, but alongside executive recruiters who have collectively placed thousands of leaders.
Every workflow, report, and evaluation framework reflects real hiring decisions — not theoretical models.
See how much time and hiring capacity COMPAS© can return.
Choose Recruiter or Internal HR below. Add your numbers to see the result.
Recruiter time and fee capacity
See how much hands-on review time COMPAS© can return. Then see how that time may support more searches.
Your search volume
Enter your normal search volume and fee.
Recruiter time used per resume
Enter the hands-on time you now spend reading one resume.
Recruiter hands-on time per search
Internal HR time saved
See how much time COMPAS© can save on resume review, interview work, and team follow-up.
Country and hiring volume
Choose a country, then enter your hiring volume.
Resume review
Enter the hands-on time your team now spends reading one resume.
Interview prep and notes
Enter the time your team now spends per hire. COMPAS© uses 25% of that time.
Team follow-up
Enter the time spent chasing feedback, joining notes, and sharing decisions. COMPAS© saves 66% of that time.
Current time vs. COMPAS©
Benchmark sources used in this demo
- Government of Canada Job Bank — Human Resources Specialist in Canada: median wage of C$40.87 per hour; page modified June 2, 2026.
- Robert Half State of Canadian Hiring Survey: nearly 1,450 managers; employers reported hiring could take up to 14 weeks on average and about four interviews before an offer.
- U.S. Bureau of Labor Statistics — Human Resources Specialists: 2024 median pay of US$72,910 per year or US$35.05 per hour.
- SHRM recruiting metrics guidance: 2025 average time-to-fill of approximately six weeks.
- SHRM 2025 Benchmarking Reports: screening and interviewing averaged 8–9 calendar days each; average nonexecutive cost-per-hire was US$5,475.
Method note: Wage data gives context. Your own workflow may be different. These results are planning estimates, not guaranteed savings.
Ready to see COMPAS on your own hiring process?
Bring one role.
One resume.
One hiring challenge.
We'll show you exactly how COMPAS evaluates candidates.