Five steps from chaos to shortlist.
No migration. No new ATS. Your pipeline stays where it is — OpenSeat runs the screening on top.
Connect
Read-only, reversible, done before lunch.
Your jobs, applicants, and resumes sync from the ATS you already run.
Nothing writes back until you say so. Disconnect any time — the connection is read-only and reversible.
Nothing writes back to your ATS until you say so.
Set the bar
Tell it what actually matters.
Requirements come pre-read from your posting. You confirm, reorder, and add the unwritten rules your hiring manager says out loud but never writes down.
Deal-breakers are explicit and visually loud, because they should be.
Screen everyone
Every applicant, honestly reviewed.
Each candidate is checked against the bar you set. Confident matches rank; uncertain ones route to a needs-review lane instead of getting a fake-confident number.
Every score opens into a requirement-by-requirement case: met, likely, missing, contradicted.
Uncertain matches route to a needs-review lane instead of a fake-confident number.
Ask what's missing
The resume is not the candidate.
Where evidence is thin, OpenSeat drafts targeted screening questions and sends them.
Answers come back scored, on the candidate's own schedule — no phone tag — and fold back into the ranking.
Which regions did you own P&L for, and what was the largest budget you managed?
Owned the Southwest region P&L, roughly $14M annually.
Decide on the record
Shortlist, scorecards, receipts.
Review candidates side by side, collect interviewer scorecards, and pass with reasons attached.
The evidence-backed shortlist goes to your hiring manager with its argument attached — who advanced whom, and why.
- AI · Recommended advancing Priya N.
- You · Advanced Priya N. to on-site
- AI · Flagged Dana W. — needs review
- You · Passed Dana W. — location deal-breaker
What the loop looks like on a real pipeline.
Four ways teams put the screen to work — from a 400-applicant posting to the follow-up question a resume never answered.
The 400-applicant posting.
One role attracts hundreds or thousands of applications. OpenSeat reads every one against your requirements and groups them by fit and review priority — so the team finds qualified candidates without opening every resume first.
A shortlist the whole team can align on.
Candidates are ranked against the role requirements with the reasoning shown for each. Recruiters and hiring managers review the same evidence and re-rank together, instead of comparing disconnected opinions.
Reviewers walk in prepared.
Resume and rubric context become short summaries of strengths, gaps, and follow-up areas — carried into the candidate record alongside AI rationale, notes, scorecards, and workflow state before interviews or team discussions.
The answer the resume never had.
When a resume leaves a requirement unproven, OpenSeat drafts a targeted screening question and sends it. The scored answer comes back on the candidate's own schedule and folds into the ranking — no missed candidate over a missing line.
Supported hiring across 10 roles in 4 months.
Framed conservatively: this reflects roles supported by OpenSeat, not a claim that OpenSeat alone caused every hire. A customer-approved story lands in this spot when the wording is cleared.
Hire better, faster, smarter.
Connect your ATS, set the bar, and see a real evidence-backed shortlist from your own pipeline — before paying anything.
Works withLeverGreenhouse (preview)See your ATS