Every hire shapes the company. Make each one with confidence.
For the roles that matter most, CertAIn scores every shortlist against your JD and shows the reasoning — the evidence your hiring managers, and your GC, can stand behind.
The pile isn’t the enemy. The thinness of the read is.
A small team owns the hires that move a large company. Those calls deserve more than “I had a good feeling.” CertAIn reads every candidate against the JD and attaches the reasoning, so you choose with confidence — and the call that mattered most has a record behind it when a hiring manager, legal, or the candidate asks why. Volume isn’t the point; the consequence is.
Four moments, one workflow.
1. Scoring reads every resume — a fit score per candidate, stack-ranked, with the reasoning behind every score, across the whole pipeline.
2. Interview prep per candidate — resume-grounded questions, ready in a minute.
3. AI evaluation on the candidates that matter — structured write-ups that go to hiring managers as-is.
4. Interview analysis after the call — signal, gaps, next-step recommendation, from your transcript.
All four actions are included on every plan. Run them on as many candidates as you want, flat annual price.
Workflow-gated quality — why Analysis can’t run without Evaluation.
Every Interview Analysis requires a prior AI Evaluation on the same candidate. The baseline is what keeps the output sharp on the candidates you need to be certain about.
Built so your GC can say yes.
Frameworks covered
- NYC AEDT (Local Law 144): bias-audit export built in — structured CSV by candidate × JD, demographic-free by design, ready for an independent auditor.
- Illinois AIVIA: tenant-editable candidate AI disclosure template. Your legal team owns the language; CertAIn provides the default and the delivery path.
- EU AI Act (Annex III, high-risk hiring): every AI output is a recommendation to a human, never an automated decision. Documented read-only and exportable for conformity review.
- SOC 2: Type I audit targeted Q3 2026, Type II to follow. Architecture documentation available today under NDA.
The short version your GC wants
The model recommends. A human decides. Every output is logged, attributable, and exportable — written into the architecture, not the marketing.
- AEDTNYC Local Law 144
- AIVIAIllinois AI in hiring
- EU AI ActAnnex III — high-risk
- SOC 2Type I audit targeted Q3 2026
Two small things that matter at this scale
Tenant isolation, architecturally
Your data and your audit trail stay isolated per tenant, never pooled. The calibration your team builds lives in your account and never touches another customer’s candidates. SOC 2 Type I audit targeted Q3 2026; full security detail under NDA.
Transparent candidate accounting
The full AI suite is included on every plan. Every AI action writes to an append-only log — action, resource, user, timestamp — exportable to CSV. Finance and ops see exactly what the tool did, and on which candidates.
Your stack stays. We’re the judgment layer on top.
- Your ATS stays. Greenhouse integration is live today; Ashby and Lever are on the roadmap.
- Your sourcer stays. Keep finding candidates where you find them.
- Your notetaker stays. Paste transcripts into Interview Analysis and keep going.
- Your scheduler stays. We don’t touch the calendar.
- CertAIn is the judgment layer on top. The candidates you actually consider — whether that’s a dozen finalists or a few critical reqs running real volume.
What we replace is the reflex scan — with a full read on the pipeline and the full AI suite on the candidates the decision turns on.