Symbiosis Recruit covers technical and specialized hiring: role calibration, multi-channel sourcing, rubric-cited resume screening, structured AI-assisted interviews, and realistic work-sample assessments. Ranking is explainable with override trails, plus scheduling, offers, bias monitoring, ATS/HRIS sync, and handoff into HR or Flow onboarding. Humans stay the deciders. Recruit cuts busywork and fatigue-driven bias, not judgment.
Hiring tools fail when they optimize keyword bingo. Recruit scores evidence against the actual bar for the actual role, and shows its reasoning so recruiters and hiring managers can overrule it. Overrides are first-class data.
Screens are calibrated with the hiring manager's real bar, which is why shortlists are short and candidates who pass them tend to pass the team's bar too. AI never auto-rejects. It ranks, evidences, and waits for a human call.
Recruit sits on the Symbiosis stack: Agent Cloud governs agentic outreach or score writes; Knowledge can ground interview rubrics and career-site FAQs; Flow and HR run offer through onboarding day one. Audit trails survive legal and DEI review.
Role calibration & rubric studio
Hiring-manager workshops become versioned rubrics: must-haves, evidence signals, disqualifiers, and leveling - the real bar, not the wishlist.
Multi-channel sourcing
Inbound ATS, referrals, career site, job boards, and talent-pool reactivation - with consent and outreach governance.
Rubric-cited resume screening
Score CVs against the rubric with cited evidence from the document - not keyword counts or unexplained embeddings.
Structured interview OS
Question banks by competency, interviewer guides, live/async interviews, transcripts, and calibrated scoring assistance.
Work-sample & coding assessments
Realistic environments that mirror the job (not puzzle Olympics); AI-assisted review with human final score.
Explainable candidate ranking
Composite shortlists where every position explains itself - signals, evidence, gaps - plus one-click human override.
Bias & adverse-impact monitoring
Selection-rate and score-distribution monitoring across cohorts, surfaced early with recommended interventions.
Scheduling & candidate CRM
Self-serve scheduling, reminders, stage SLAs, and a candidate timeline that doesn't live in a recruiter's head.
Collaborative scorecards
Panel debriefs with structured scorecards, dissent capture, and decision audit - no hallway consensus without a trail.
Offer & comp workflows
Offer generation, approval matrices, e-sign, and comp banding checks with audit - handoff to HR/Flow on accept.
Agency & RPO mode
Multi-client pipelines, SLAs on time-to-shortlist and quality-of-hire, margin visibility for staffing ops.
Talent pool & nurturing
Silver-medalists and future-fit pools with consent-based nurture sequences and role-match alerts.
Job description & employer-brand assist
JD drafts grounded in rubric + Knowledge; inclusive language checks; career-site FAQ grounding.
Reference & background orchestration
Structured reference templates, vendor integrations, and status tracking without spreadsheet relay.
Internal mobility & upskilling bridge
Match internal candidates; link to Symbiosis Learn paths when the gap is trainable.
ATS / HRIS / LinkedIn-class sync
Bi-directional sync with existing ATS/HRIS; events into Flow; no double-entry as the default.
Agentic recruiting (governed)
Sourcing/outreach/scheduling agents on Agent Cloud - policy-scoped, audited, killable; humans approve consequential steps.
Quality-of-hire analytics
Time-to-shortlist, pass-through, offer-accept, 90-day performance proxies, and rubric calibration drift.
Compliance & retention packs
EEO/OFCCP-style reporting hooks, data retention, candidate consent, and exportable decision evidence.
Why-this-candidate demo surface
The signature view: ranked shortlist where every rank explains itself - signals, evidence, override.
RUBRIC STUDIO
Role calibration, versioned rubrics, leveling, inclusive JD assist.
SCREENING PLANE
Rubric-cited CV screening, knockout rules with human review, talent-pool match.
INTERVIEW OS
Structured interviews, transcripts, scorecards, panel debriefs.
ASSESSMENT LAB
Work-sample and coding environments with assisted review.
RANK & DECIDE
Explainable ranking, overrides, offer workflows, decision audit.
FAIRNESS & COMPLIANCE
Bias monitoring, adverse-impact alerts, retention, evidence packs.
PIPELINE OPS
Scheduling, candidate CRM, SLAs, agency/RPO multi-client mode.
ECOSYSTEM BRIDGE
ATS/HRIS sync, Agent Cloud agents, Learn/HR/Flow handoffs.
Investment is bespoke to estate size, compliance needs, and deployment shape - book a demo and we'll map the right fit.
STARTER
- → Rubric studio
- → Cited resume screening
- → Structured scorecards
- → Explainable ranking + overrides
- → Basic bias dashboards
- → ATS export/import
BUSINESS
- → Everything in Starter
- → Interview OS + transcripts
- → Coding / work-sample lab
- → Scheduling & candidate CRM
- → Offer workflows
- → Quality-of-hire analytics
- → HR/Flow onboarding handoff
ENTERPRISE
- → Everything in Business
- → Adverse-impact monitoring packs
- → Agentic sourcing (Agent Cloud)
- → Agency/RPO multi-client
- → Internal mobility + Learn bridge
- → Compliance evidence exports
- → Private deployment options
Recruit, answered
Does AI reject candidates automatically?
No. Recruit ranks and evidences; humans decide. Every automated score carries its reasoning and an override path - and overrides are tracked to improve calibration.
How is this different from ATS keyword filters?
Keyword filters optimize bingo. Recruit scores cited evidence against a calibrated rubric for the role, shows why, and lets you overrule - teaching the system instead of hiding the logic.
Can it replace our ATS?
Often it sits beside your ATS as the intelligence and assessment layer. Enterprise can run deeper pipeline ops; sync is bi-directional so you don't double-enter.
How do you handle bias?
Rubric-first design, evidence citations, override trails, and continuous selection-rate / score-distribution monitoring across cohorts - surfaced before it becomes a lawsuit, not after.
Does it only hire engineers?
It's built for technical and specialized hiring first (engineering, AI, data, cloud). Rubric + work-sample patterns extend to other skilled roles where evidence beats keywords.
How does it connect to onboarding?
Accepted offers hand off to Symbiosis HR / Flow onboarding agents so day one isn't a ticket pile - Recruit closes the loop into employment.
See it against your reality.
A 30-minute walkthrough with an engineer who builds it - your use case, not a script.