Hiring That
Shows Its Work.
Built on evidence. Driven by Proof.Quotes.Rigor.Zero fiction.
Every score Reclova gives — to a resume, an interview, a candidate — comes with the exact quote that justifies it. No black boxes for recruiters. No invented facts for candidates.
"I led the migration of our payments service to Kubernetes — cut deploy time from 40 minutes to 6."
A verbatim quote from the transcript, every time. No quote, no score — that's the rule.
"Led a team of 5 to increase sales by 18% in Q2."
Every number traced back to your real history before it ships. Unsupported claims get stripped — in code, not just prompted.
Both sides of the table are flying blind.
Employers screen with AI at scale — auto-reject filters, ranking algorithms, AI-run calls. The candidate on the other side is still working from a Word template and a guess. Neither one can see why they're really winning, or losing.
Six seconds a resume
Triage a high-volume role and no recruiter can give each resume more than a few seconds. Keyword software does the first pass instead — rejecting good candidates who used different words, and waving through resumes stuffed with the right ones.
Rejected before a human looks
A resume can read perfectly to a person and still fail automated parsing — bad structure, missing keywords, inconsistent dates. There's no way to see that failure before you hit submit.
A resume shows what you did — not what you can do
A bullet point isn't proof. By the time real skills get tested — in an interview, on the job — weeks are already spent on the wrong match, for both sides.
No score without a quote.
Every competency score Reclova's AI gives must point to the exact sentence that earned it. Every resume claim it touches must trace back to something a candidate actually did. If it can't prove it, it doesn't say it.
Every score, backed by a quote — and no idea who they're scoring.
Resumes are stripped of name and contact details before scoring, so the AI judges what a candidate did — not who they are. Borderline calls get scored more than once; the median is kept, so one inconsistent read can't swing an outcome.
Nothing invented. Ever.
Reclova can rephrase, restructure, and sharpen your resume — but it can't invent a number, a title, or a project you didn't do. A dedicated grounding check compares every tailored sentence against your real history before it reaches an employer.
Give every applicant the same rigorous first round.
Reclova's AI interviewer runs a structured first round by phone or video, grades it against the same rubric as every other candidate, and hands you a ranked shortlist with the evidence behind every score.
It doesn't just help you apply. It applies for you — responsibly.
Job Finder scores real postings on 11 dimensions most tools never check — including whether the day-to-day work will actually energize you — tailors your resume per role, and only submits on your behalf when nothing is ambiguous. Everything else comes back to you.
Specificity is the whole point.
"AI-powered" is a commodity claim. Every Reclova score has a named rubric behind it — here's what's actually being measured.
Common questions
Everything you'd ask in the first demo call.
What is an AI hiring platform?
Reclova is two connected products on one platform: a recruiter portal where our AI interviewer sources, screens, and interviews candidates against a fixed rubric — and a candidate suite where job seekers build resumes, run mock interviews, and let Job Finder discover and apply to roles for them. Same evidence standard, both sides.
How does Reclova verify candidates?
Resumes are stripped of name, contact details, and links before the AI scores them — it judges what you did, not who you are. Every competency score must cite a verbatim quote from the resume or transcript, and integrity flags (tab-switching, suspicious phrasing) can only route a candidate to human review — never auto-reject or auto-approve them.
Is Reclova an ATS?
No — Reclova sits alongside your ATS, pulling from and syncing with Greenhouse, Lever, Ashby, Workable, and SmartRecruiters. It replaces the sourcing, screening, and first-interview layer, not your system of record.
How does Reclova help candidates?
A resume builder scored 70/30 on quality vs. real ATS-parseability, AI mock interviews graded on four dimensions, a Screening Profile that verifies your own spoken claims, and Job Finder — an agent that discovers, scores, tailors, and (within tight guardrails) applies to jobs on your behalf.
How much does Reclova cost?
Pricing details for our platform will be revealed soon. Stay tuned for updates — or reach out to talk through a pilot for your team.
Does Reclova reduce hiring bias?
Yes, by design, not just policy: resumes are identity-blinded before competency scoring, every candidate on a job is graded against one fixed rubric, and a rules engine — not an LLM — makes the final hire/reject/review call using the thresholds you set.