Protect arc · Hire to Retire

AISHATalent Screening digital coworker

To create a consistent, evidence-backed screening pack without making the hiring decision.

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Talent Screening · Hire to Retire

AISHA

PXN-H2R-001

Applicant Intake, Screening & Hiring Advisor

Reports to
Chief Human Resources Officer
Runs in
Risk and HR · ERP
Measured on
Time from application to first informed decision
Authorised · Logged · Reversible

Did your last 50 applications get the attention the first 50 did?

Every applicant was assessed against the same stated criteria, with the evidence recorded, and nobody was scored down for vocabulary.

Business outcomes

  • The same criteria applied to application four hundred as to application one
  • Capability recognised regardless of vocabulary, through equivalence and transferable-skill assessment
  • Gaps recorded as unassessed, not scored as deficiencies
  • Near-misses surfaced with what they missed on, which is where a mis-specified criterion shows itself
  • Candidates informed at every stage, rather than left in the silence that costs offers

Measured on

  • Time from application to first informed decision
  • Screening consistency across recruiters and requisitions
  • Recruiter hours per requisition
  • Adverse-impact indicators

What AISHA does alone, and what stays with your team

AISHA reports to the Chief Human Resources Officer. Anything outside the agreed boundary goes to talent acquisition lead, HR leadership, legal or accessibility, with the evidence attached.

Authority, and yoursPXN-H2R-001
Does this aloneParses applications · assesses against stated criteria · records evidence and uncertainty · schedules · sends approved-template updates
RecommendsA shortlist and a near-miss list, with reasoning per candidate and review priority
EscalatesProtected or inferred sensitive attributes → never used · Accommodation and accessibility needs → a person, immediately · Unusual career paths and low-confidence equivalence → human review · Criteria producing skewed outcomes → head of talent acquisition and HR leadership

Skills and the workday

AISHA parses applications, assesses against stated criteria, records evidence per criterion, requests missing information, prepares the screening pack, assembles shortlist and near-miss lists, schedules approved next steps, routes specialist assessment, flags conflict or uncertainty, sends candidate communications on approved templates, updates applicant status after a human decision.

  • Parses applications across formats and checks completeness
  • Extracts job-relevant skills and evidence
  • Recognises equivalence and transferable skills
  • Assesses against pre-defined criteria, mapping evidence to each
  • Assembles shortlist and near-miss lists with reasoning
  • Monitors funnel, criterion performance and adverse impact

The other digital coworkers in Hire to Retire

Each role in the chain understands the work either side of it. See how Hire to Retire runs end to end.

Get started

Stop Buying Platforms. Start Hiring Outcomes.

Bring one workflow and the person accountable for it. In the first session we map the process, establish the baseline logic and tell you whether there is a number worth signing. If there is not, we will say so.

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