Ranks every candidate against the five criteria in your ideal candidate profile, with a score and clear explanation of how well they match. No one is automatically rejected — you decide who makes it to the shortlist.
The Ranking Agent grades the long list before any outreach, then re-grades on the full CV the moment someone applies — same five criteria both times.
JobIntel's five experience criteria arrive — one yardstick for every candidate, and yours to edit at any time.
Everyone on the Sourcing Agent's long list is scored from their public profile, so the list arrives ranked before you contact anyone.
When a candidate applies — or the ATS Agent imports them — they're scored on the full CV. Deeper evidence; the CV score supersedes any profile score.
Override any score, rewrite any justification, and the overall recalculates. Edit the criteria in JobIntel and the whole list re-ranks.
Adjusted by recruiter — visible on every overrideEach criterion gets an absolute score out of 100 — measured against the role, not against the rest of the pool — with a justification quoting the evidence found in the CV. The five scores roll up into one Experience Score.
Disagree with any of it? Edit the score, rewrite the reason, and the Experience Score recalculates on the spot — the row is labeled "Adjusted by recruiter", so the change is never invisible.
Justification: Eight years running group consolidation at Nordvik Capital — the CV details monthly close across 12 entities in four countries.
Justification: Scoped the NetSuite rollout at Bridgefield; score raised after a reference confirmed he led the implementation end-to-end.
Adjusted by recruiterJustification: Led established teams at both firms — no evidence in the CV of building a team from the ground up.
Every score has a written reason — and you can override both.
Most candidate assessment software scores relatively — each applicant is measured against the rest of the pool, so scores drift as new candidates arrive. TalentMesh scores absolutely: the Ranking Agent measures every candidate against the role itself.
A 78 today is a 78 next week. Scores don't shift as candidates arrive, so early applicants and late ones are judged by the same bar.
The yardstick is JobIntel's ideal candidate profile — five criteria — not whoever happens to be in the pool.
Every score carries a written reason a recruiter can read, check and override. Nothing is a black box.
Ranking is there to sharpen your judgment, not replace it. Three principles the agent always follows.
From the long list to the latest applicant, everyone is measured on the same five criteria — no thresholds, no silent filters.
A 60 doesn't vanish. It stays in the ranked list with its written reasons — ready to be re-read, or overridden.
The agent ranks; it never rejects. Advancing or passing on a candidate is a decision only you take.
Whether imported from your ATS or found by the Sourcing Agent, every candidate is evaluated against the same five criteria — giving you one clear, ranked view of your talent pool.
The five criteria from the JobIntel Agent — candidates from the Sourcing Agent's long list and the ATS Agent's imported applicants.
Scores every candidate on the five criteria — public profile first, full CV when they apply — and keeps the list ranked in real time.
Every candidate in order, with reasons — and an Experience Score that feeds the Talent Score alongside the assessment results.
See who stands out, understand why, and decide who moves forward.