What it does
Shortlisting takes the current state of a job's pipeline and produces a top-N list, ranked by a weighted score built from the five AI interview dimensions, overall, communication, technical, behavioral, and cultural fit.
It is a snapshot, not a live filter: it captures where things stand at the moment you generate it, which matters when a hiring manager wants a specific list to review rather than a view that keeps shifting under them.
How it works
- 1
Pick the job and the number of candidates
Choose the job whose pipeline you want to pull from and how many candidates should make the cut, whether that is the top 5 for a fast decision or the top 20 for a wider review.
- 2
Weighted scoring ranks the pool
Candidates are ordered by a weighted combination of their five interview scores rather than a single overall number, so a role that cares more about technical ability than cultural fit surfaces the right people at the top.
- 3
The shortlist is generated instantly
The ranked snapshot is produced in one click from candidates already in the pipeline. No re-scoring, re-scheduling, or manual sorting through cards is required.
- 4
Share it or keep working from it
A shortlist can be shared out as a curated list with a public tokenized link, or built into a branded hiring report showing the top candidate cards, or simply used internally to decide who moves to the next pipeline stage first.
It is a snapshot, on purpose
A shortlist captures the ranking at the moment it is generated. That means a hiring manager reviewing it on Thursday is looking at the same list a recruiter generated on Tuesday, not a view that silently reordered itself when a new application came in overnight.
Weighted, not just averaged
Ranking by weighted score instead of a flat average means a job can be configured to care more about one dimension than another. A support role and a technical role should not be ranked the same way, and the weighting reflects that.
Built to hand off, not just to view
A shortlist is not a dead end inside the pipeline. It feeds directly into curated candidate lists for external sharing and into branded hiring reports, so the same ranked set of people can move from an internal cut to something a hiring manager or client actually reviews.
Different from an automated shortlist rule
A screening rule can also act automatically the moment scores are strong enough, tagging or flagging a candidate as they finish their interview. Shortlisting is a separate, on-demand action: a recruiter chooses when to generate the ranked cut, rather than it happening continuously in the background as each new interview completes.
Who it's for
Who this is for
This is for the moment a role has enough completed interviews that eyeballing the pipeline stops working, a dozen or more candidates in for a single opening, or a recruiter who needs a defensible top-N list to bring to a hiring manager meeting today rather than after another afternoon of manual review.
Frequently asked questions
How is the shortlist ranked?
By a weighted score built from the five AI interview dimensions, overall, communication, technical, behavioral, and cultural fit, rather than a single flat number, so ranking reflects what actually matters most for that role.
Does the shortlist update automatically as new candidates apply?
No. A shortlist is a snapshot of the pipeline at the moment it was generated. If you want an updated ranking after more interviews complete, you generate a new shortlist rather than watching one shift underneath you.
Can I choose how many candidates make the shortlist?
Yes. You pick the number when you generate it, whether that is a short list of 5 for a fast decision or a wider cut of 20 or more for a broader review.
What can I do with a shortlist once it exists?
Share it externally as a curated candidate list with a public tokenized link, turn it into a branded hiring report showing the top candidate cards, or use it internally to decide who moves to the next pipeline stage first.
Related pages
Turn a full pipeline into a ranked shortlist in one click
Pick a job with completed interviews and generate a weighted top-N shortlist ready to share or act on.