Draft a requisition, find candidates in plain English, catch up on an application, and make sense of interview feedback. Twelve new AI capabilities bring practical help into your hiring workflow, alongside AppFit and the writing tools you already use.
Each new capability starts switched off, with access controlled by permission group. Your team chooses what to enable and makes the decisions.
Evidence shown · Score optional · Reviewer decides
AI drafts, summarizes, finds and explains. None of these twelve new capabilities adds candidate scoring or ranking. AppFit’s existing optional match score remains available for human review.
Turn a hiring manager’s notes into a title, structured job description, screening questions and interview scorecard. See missing details before creating a draft requisition. Your standard screening questions stay in place; a person reviews and saves the draft before it goes live.
Review pay-transparency, EEO and inclusive-language issues before posting. Pay and EEO checks use maintained rules and company policy; AI reviews the language. Findings point to the relevant field and flag when changes need a recheck. The check warns without blocking a save and does not guarantee compliance.
Save reusable descriptions, import them from CSV, or use Write with AI to draft from the details you supply. Review the draft before saving, then preview and insert a description into a requisition. Drafts use the pay and benefits you provide.
Describe the candidates you want to find and turn your request into existing search filters. Review the filter chips and remove any that are wrong before running the search. Unrecognized criteria are flagged for your review.
See a concise version of the existing AppFit analysis on the candidate’s Snapshot tab: the match band, evidence for requirements, gaps, experience and education. It uses the analysis already completed and respects AppFit visibility permissions.
Catch up with a short summary of status changes, emails, interviews and feedback on the candidate record. Status and dates come directly from the record, private notes are excluded, and the summary offers no prediction or hiring recommendation.
Bring panel feedback together into a brief covering agreement, disagreement and follow-up questions. Strengths and concerns name the interviewers who raised them. The summary reports the panel’s recorded recommendations without adding its own.
Before feedback is saved, flag references to personal characteristics or judgments without a job-related reason. See the exact wording and a suggested revision, then choose to edit or save what you wrote. The check does not block submission.
Review the role, location, headcount, pay and rationale alongside earlier approver comments. See before-and-after values for fields changed since the version you last acted on, drawn from stored requisition history. The brief leaves the approval decision to you.
Ask how to do something in Hirebridge and get answers grounded in the help guides, with links to the sections used. When the guides do not cover a question, the assistant says so. In Express, answers come from the Express guide.
Help administrators understand the company’s settings and group permissions, with links to the relevant editor and help guide. The assistant can read switches, names and counts; credentials such as passwords, keys and tokens are excluded.
Get a plain-language explanation on the Time to Fill and Candidate Funnel dashboards for the selected dates and filters. Callouts describe unusual patterns identified by statistical rules. Explanations describe the data without forecasts or recommendations.
The job description writer, email template drafting, interview feedback form generator and AppFit continue alongside the new capabilities.
AppFit compares the candidate’s resume and screening-question responses with the job description, skills and requirements. Its optional score expresses the percentage match based on factual evidence found or not found.
For each requirement you define, AppFit shows whether the candidate’s materials provide evidence, leave something to explore, or show nothing yet. The reviewer always makes the decision.
I was able to look at the AppFit and it just kind of checked off most of the boxes. It made things go a lot more quickly.Katie Wittman, Talent Operations, Numerator
Evidence shown · Score optional · Reviewer decides
The twelve new capabilities are off by default. Administrators enable AI for the company and grant each feature to the appropriate permission groups. Generated output is labeled “Written by AI.”
Review search filters before running them, edit drafts before use, and decide how to respond to wording checks. Hiring and approval decisions stay with people.
Help citations are checked against the supplied guides. Wording checks verify quoted text. Approval changes come from stored versions, and dashboard callouts come from statistical rules.
Candidate names and contact details are removed before feedback is summarized or checked. Application summaries exclude private notes, and the configuration assistant cannot read credentials.
AppFit combines evidence coverage and source visibility with company configuration controls. Companies can enable a match score and define thresholds and labels for score ranges. The score does not exclude candidates, screen anyone out, or make decisions.
Regulatory applicability depends on your configuration, jurisdiction and use. Customers should evaluate it with their own counsel.
Contractual documentation of how AppFit processes candidate data and is intended to support human review.
Candidates see a plain-language notice of how AI is used in their process.
Define requirements, evidence rules, and what the assistant can and cannot do.
Tune and review AppFit’s behavior against your roles before it goes live.
Only the materials needed for the assessment, retained on your terms.
Every assessment ends with a person, never an automated outcome.
Choose products for your workflow, with standalone options and Recruiter-connected capabilities. Compare availability and integration requirements. Support is included and unlimited on all plans.
Hirebridge AppFit requires Hirebridge Recruiter. It supports candidate review by comparing candidate materials with role requirements and showing supporting evidence. Human reviewers make the candidate decisions.
Yes. AppFit requires Hirebridge Recruiter and is not available standalone.
Yes, if the company enables it. The optional score is the percentage match between a candidate's resume and screening-question responses and the job description, including its skills and requirements. It is based on factual evidence found or not found, not a hiring decision.
Yes. Companies can turn scoring on and define the thresholds and labels used for score ranges. Those settings describe the match; the score does not exclude candidates, screen anyone out or make decisions. Hiring decisions remain with people.
Hirebridge turns hiring-manager notes into a proposed job title, description, screening questions and interview scorecard, and identifies missing details. The recruiter reviews the proposal before creating a draft requisition. Standard screening questions remain in place, and a person reviews and saves the draft before it goes live.
Hirebridge Posting Check flags pay-transparency, EEO and inclusive-language issues in a job posting. Pay and EEO checks use maintained rules and company policy; AI checks the wording. Findings point to the relevant field. Posting Check does not block saving or guarantee compliance, and changes to the posting can require a recheck.
Yes. Write with AI drafts a description from the role details you supply in the Job Description Library. You review it before saving, then preview and insert it into a requisition. The library also supports CSV import. Drafts use the pay and benefits you provide rather than inventing them.
Hirebridge translates a written request into the candidate search filters already available in the system. Recruiters review the filter chips and remove incorrect criteria before running the search. Criteria the system cannot recognize are flagged for review. The feature helps set filters; it does not add candidate scoring or ranking.
The Hirebridge fit brief summarizes an AppFit analysis that has already run. On the candidate’s Snapshot tab, it shows the match band, evidence for requirements, gaps, experience and education. It respects AppFit visibility permissions and does not create an additional score. AppFit’s existing optional match score remains a separate company-controlled setting.
Yes. Where this application stands summarizes status changes, emails, interviews and feedback on the candidate record. Status and dates come directly from the record, and private notes are excluded. It helps reviewers catch up on the application without predicting an outcome or recommending a hiring decision.
Hirebridge summarizes the panel’s recorded feedback, including agreement, disagreement and follow-up questions. Strengths and concerns identify the interviewers who raised them. It reports recommendations already recorded by the panel without adding its own hiring recommendation.
No. Hirebridge flags wording about personal characteristics or judgments without a job-related reason, quotes the text and suggests a revision. The interviewer chooses whether to edit or save the original feedback. The check does not block submission.
Hirebridge combines a summary of the role, location, headcount, pay and rationale with earlier approver comments. Before-and-after field values come from stored requisition history, measured against the version the approver last acted on. The brief leaves the approval decision to the person reviewing it.
The Hirebridge help assistant answers from Hirebridge help guides and links to the sections it used. It says when the guides do not cover a question. In Hirebridge Express, answers come from the Express guide.
Yes. The Hirebridge configuration assistant helps administrators understand company settings and group permissions, with links to the relevant editor and help guide. It can read switches, names and counts. Passwords, keys and tokens are excluded.
AI explanations are available on Time to Fill and Candidate Funnel. What does this show describes the selected dates and filters, with callouts for unusual patterns identified by statistical rules. It describes the data without forecasting results or recommending decisions.
The twelve new capabilities start off by default. Administrators enable AI for the company and grant each feature to the appropriate permission groups. Generated output is labeled “Written by AI.” Hiring and approval decisions remain with people.
Bring a role and a workflow your team wants to improve. We’ll walk through the AI features, AppFit evidence coverage, and the permissions that put your team in control.