Talent Intelligence Platform
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.
Built by a TA leader who was tired of rebuilding this in a spreadsheet every quarter.
Step 1 · HM Alignment
Contradiction caught before outreach ever starts
Step 2 · Scorecard Locked
HM Alignment locked
Step 3 · Stack Ranking
Step 4 · Candidate Intelligence
Step 5 · Role Closed
Outcome recorded against the original scorecard, so the next role starts smarter, not from zero.
The Problem
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.
Why It Works
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.
Predictions get checked against real outcomes, a repeated miss flags the scorecard, not the candidate.
Target companies and pay bands come from what alignment actually corrected, not the original job post.
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.
See It Work
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."
"Honestly, years don't matter to me. I need someone who's shipped one thing zero-to-one, start to finish. That's it."
Contradiction: the JD's hard experience gate doesn't match what the HM is actually screening for.
Real criterion, promoted: zero-to-one ownership becomes the must-have on the scorecard — not years.
Every candidate from here forward gets ranked against that, not the original JD text.
The Calibration Signal
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.
The Platform
HireAcuity threads a single line of intelligence through every phase of the hire, so nothing gets rebuilt and nothing gets lost.
Sequences the quarter's roles by priority, flags overlapping searches before they start.
A fillability read in minutes, not five weeks of finding out the hard way.
One scorecard, signed off by both sides before sourcing begins.
Every candidate ranked against what the HM actually confirmed.
Pre-screen questions built from what the scorecard still can't confirm.
Every open role, real time-to-fill, one view.
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.
Pricing
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.
₹15,000/month
Works on your existing ATS from day one. Up to 3 recruiter seats.
₹35,000/month
The full toolkit — strategy, credibility and execution in one place.
Custom
Board-level reporting, global coverage, unlimited scale.
Why HireAcuity
Join the early access cohort while HireAcuity is being shaped by the TA teams using it.