Job descriptions describe the role someone imagined months ago. HireAcuity finds out what the hiring manager actually needs right now, then finds the person who fits that, not the posting.
Works with your existing ATS and runs intelligence in the background to keep every role current.
It shows up in a panelist's offhand comment, a hiring manager's second guess, a recruiter's gut read on a resume. Then the req closes and it disappears.
Without a shared scorecard, two recruiters can look at the same resume and rank it three places apart.
Misalignment on what a role actually needs surfaces in week four, not before the first outreach goes out.
Interview notes, offer outcomes and closure reasons get lost, so the same mistakes repeat every quarter.
Most recruiting AI competes on speed, sourcing more, screening faster. HireAcuity sits above that layer and holds the process itself accountable, which is a genuinely different job.
Every version of the scorecard stays on record, not just the latest one. When a hiring manager rejects someone who matches what they originally signed off on, you have the record, not a memory of a meeting.
Predictions get compared to real interview outcomes. When a pattern breaks down across several candidates, that's a signal the scorecard needs recalibrating, not a verdict on the people.
Target companies, comparable titles, and pay bands, generated from the calibrated scorecard itself, not scraped from generic market data or the raw JD.
And nothing here decides on its own. Every recommendation waits for a recruiter to confirm it, every action is logged with who approved it and when. The AI surfaces the record. A person still makes the call.
Not a demo video. This is the exact kind of gap HireAcuity catches between what a JD says and what the hiring manager actually means.
"5+ years of experience required, deep expertise across the full product lifecycle."
The hiring manager's actual answer"Honestly, years don't matter to me. I need someone who's shipped one thing zero-to-one, start to finish. That's it."
Every completed interview gets compared back against what the scorecard predicted. When a pattern breaks down across several candidates, that's not a candidate problem — it's a sign the scorecard itself needs a second look.
HireAcuity threads a single line of intelligence through every phase of the hire, so nothing gets rebuilt and nothing gets lost.
Upload the quarter's headcount ask as-is. Get roles sequenced by priority, and flags where two open roles are quietly competing for the same candidates before either one gets posted.
A fillability read in minutes, not five weeks of sourcing to find out the hard way, with real numbers to bring into the very first intake conversation.
One scorecard the hiring manager and recruiter both sign off on before sourcing starts.
Every candidate ranked against the scorecard the hiring manager actually confirmed, so what reaches the shortlist is qualified against the real brief, not the posted one.
Pre-screen questions built from what the scorecard still can't confirm, so by the time someone reaches an interview, they've already been checked against what actually matters.
Every open role, real time-to-fill against your original estimate, in one view, not six tabs.
Simple by design: rank candidates, generate tailored screening questions, summarize the interview, watch it all roll up on one dashboard, no separate tools to stitch together.
Starter works on day one with no ATS integration required. Elite is a conversation, not a checkout page.
Priced against what it's actually replacing, not another line item: an AI video-interview tool, a staffing vendor's markup, or the real cost of a bad hire drawing a salary while you find out.
Join the early access cohort while HireAcuity is being shaped by the TA teams using it.