Recruiters and hiring managers agree what matters before candidate review.
Structured hiring review
Turn a pile of resumes into a shortlist your hiring manager can trust.
For a Revenue Operations Director search, VettifyIQ turns the criteria your team agrees upfront into a consistent review of every candidate. Recruiters can see why a candidate looks strong, what supports that view, what is still missing, and what the hiring manager should validate next.
Role-specific criteria Traceable evidence Human-reviewed recommendations Manager-ready context
How VettifyIQ works AI-assisted · structured · human-reviewed
Review mechanism
AI organizes the evidence. Your team owns the judgment.
VettifyIQ uses AI-assisted extraction to identify role-relevant statements in candidate materials, maps them against buyer-defined role criteria in a structured review workflow, and requires human review before any recommendation becomes a hiring decision.
Relevant resume and application statements are connected to those criteria with source context preserved.
People inspect the evidence, resolve gaps, and decide who advances.
Decision process
Decision IntegrityThe record of how the hiring decision was made: role criteria, evidence, changes, reviewer rationale, and approvals.
Verification only
Candidate IntegrityA separate set of identity, credential, date, and consistency questions. It does not score fit, rank candidates, or trigger rejection.
Decision support only. Authorized people remain responsible for candidate advancement and employment decisions.
The review layer between your ATS and the hiring decision
Your ATS tracks candidates. VettifyIQ helps your team decide who deserves a closer look.
Imagine a candidate writes: “Owned annual revenue planning across Sales and Finance.”
VettifyIQ connects that statement to the Revenue Operations Director requirement for commercial planning, keeps the resume as the source, and surfaces the next useful question: “Did this person own the planning process, or contribute analysis to someone else’s process?”
Your ATS remains the system of record. VettifyIQ adds the structured reasoning between application and shortlist.
See how the review process worksResumes, applications, candidate records, and recruiting stages
Agreed criteria, relevant candidate evidence, gaps, and questions to validate
Review the shortlist, investigate uncertainty, and decide who moves forward
Interactive product walkthrough
See why a candidate is being recommended—not just a score.
For a Revenue Operations Director, one candidate may show strong evidence of running quarterly business reviews but limited evidence of directly leading a team. VettifyIQ shows both, then turns the gap into a useful question for the next reviewer.
VettifyIQ hiring workspace Interactive product example · illustrative candidate profiles
Role criteria
AgreedAgree what matters before candidate review.
Commercial operations leadership
Executive stakeholder management
B2B services experience
Transformation background
Internal reporting tools
Prior experience in the exact industry
Material changes require a reason and remain visible in history.
Decision support only. Authorized people remain responsible for candidate advancement and employment decisions.
Agree on the role first
Define what is genuinely required before reviewing candidates so the standard does not quietly change from person to person.
Keep evidence connected to its source
A resume statement, interview observation, work sample, and reference are shown as different types of information rather than blended into one AI conclusion.
Make the next question obvious
If leadership scale is unclear, ask: “How many people did you directly lead, and what decisions were you responsible for?”
Built by an operator who has worked on the decisions VettifyIQ is designed to improve.
Matthew spent 17+ years across Colliers, Strategy&, and RBC working on enterprise performance, operating models, transformation, governance, technology-enabled change, and executive decision processes.
At Colliers, that included recruiting as a business-growth priority, workforce and organizational transformation, and AI-enabled initiatives across a global organization. Earlier work at Strategy& and RBC reinforced the same operating lesson: important decisions are better when the criteria are clear, the inputs can be inspected, and ownership does not disappear during the handoff.
AI can make candidate analysis faster. It does not automatically make the hiring decision better.
Built for responsible hiring teams
AI helps organize the review. People still make the hiring decision.
If a candidate lists a professional certification that matters for the role, VettifyIQ can surface the question: “Has this credential been verified?” It does not silently turn an unanswered verification question into a rejection or lower suitability score.
Explore the Trust CentreVettifyIQ does not autonomously hire or reject candidates.
See whether a relevant point came from the resume, application, interview, work sample, or another approved source.
An unanswered identity, credential, or consistency question is something to check—not an automatic judgment about suitability.
Data scope, access, workflow, and responsibilities are agreed before broader use.
Better inputs. Better hiring conversations.
Protect the quality of the shortlist without slowing the team down.
VettifyIQ gives structure to the part of hiring that is often hardest to reconstruct later. That combination of stable criteria, visible evidence, open questions, and recorded human judgment is what we mean by Decision Integrity.
Stop the role from changing halfway through the search
If “enterprise SaaS experience” starts as preferred but later becomes mandatory, VettifyIQ makes that change visible.
Separate strong evidence from weak signals
“Worked with executive leadership” is different from an interview example showing the candidate personally led an operating review with the CFO and CRO.
Surface what still needs to be checked
If ownership of a transformation is unclear, prompt the reviewer to ask what decisions the candidate personally owned and what changed because of them.
Preserve the reasoning behind the shortlist
The next reviewer can see why a candidate advanced, what remains uncertain, and what the recruiter wants validated.
Who it is for
Built for roles where a resume alone does not tell you enough.
VettifyIQ is best suited to organizations hiring roughly 20+ roles per quarter, or running recurring professional, specialist, or leadership searches where recruiters and multiple hiring stakeholders need a consistent way to evaluate and explain candidate recommendations.
Probably not the right fit:very small teams making only a handful of hires each year, straightforward high-turnover hiring where speed is the primary objective, or organizations looking for a fully automated candidate-rejection tool.
Professional and specialist hiring
For a Senior Financial Analyst, two candidates may both list forecasting and modelling. VettifyIQ helps distinguish who actually owned the work, what supports that view, and what still needs clarification.
See the workflowManagement and leadership roles
For a Director of Operations, leadership scope, decision authority, and measurable outcomes matter more than whether the resume contains the right keywords.
See the workflowRecruiter-to-manager handoffs
Instead of sending five resumes and asking “Who do you like?”, give the manager why each candidate matches, the strongest support, what remains uncertain, and what to validate.
See the workflowHow it works
From role requirements to a manager-ready shortlist.
Each stage has a clear input, a specific human action, and an output the next stakeholder can use.
Define what actually matters before review starts.
- Input
- Revenue Operations Director outcomes, requirements, and hiring-manager input
- Team action
- Recruiting and hiring stakeholders agree what is mandatory, preferred, learnable, and explicitly not required.
- Output
- Shared role brief
Connect candidate information to the job.
- Input
- Resume, application, work samples, and reviewer observations
- Team action
- VettifyIQ organizes relevant information by role criterion while keeping missing information visible.
- Output
- Role-linked candidate view
Turn uncertainty into a useful question.
- Input
- Example: candidate claims forecasting ownership, but decision authority is unclear
- Team action
- Surface a focused question such as: “Were you responsible for the forecast and final recommendation, or for preparing the analysis?”
- Output
- Specific validation questions
Explain why one candidate currently looks stronger.
- Input
- Role criteria, supporting information, gaps, and reviewer notes
- Team action
- Review strengths, evidence quality, missing proof, and unanswered questions side by side instead of relying on a score alone.
- Output
- Reviewable candidate comparison
Give the hiring manager context worth reviewing.
- Input
- Recruiter-reviewed shortlist and open questions
- Team action
- Managers can support the recommendation, challenge it, request more information, or add context.
- Output
- Manager-reviewed shortlist
Keep the reasoning with the decision.
- Input
- Candidate context, participants, rationale, exceptions, and approvals
- Team action
- The team records why someone advanced, what remained uncertain, and who reviewed the recommendation.
- Output
- Decision record
Why VettifyIQ
Your ATS manages the workflow. VettifyIQ improves the decision between application and interview.
Give recruiters and hiring managers the criteria, supporting information, uncertainty, and context they need without replacing the systems or people already responsible for hiring.
ATS workflow and filters
What it does wellManage applications, stages, communications, and recruiting activity.
Where teams still struggleA hiring manager can still receive a candidate without knowing exactly what caused the recruiter to recommend them.
VettifyIQ addsAgreed criteria, source-linked evidence, open questions, and a concise explanation of the recommendation.
Generic AI resume summaries
What it does wellTurn a long resume into a faster summary.
Where teams still struggleA summary can say a candidate has “strong leadership experience” without showing what that conclusion is based on.
VettifyIQ addsThe supporting information, what is still missing, and the question to ask when the evidence is incomplete.
Manual resume review
What it does wellKeeps recruiters closely involved and preserves flexibility.
Where teams still struggleTwo reviewers can interpret the same requirement differently, and managers often receive inconsistent handoffs.
VettifyIQ addsOne repeatable review structure while preserving recruiter and manager judgment.
Prove it in your hiring process
Measure whether VettifyIQ actually improves the way your team hires.
Establish the baseline first, agree the measures before launch, and compare the workflow after VettifyIQ is introduced.
Less criteria drift
Measure whether recruiters and hiring managers remain aligned on what the role requires from first review through shortlist.
Faster review
Measure the time and effort required to move from available applications to a shortlist the manager can review.
Better handoffs
Ask whether the hiring manager can explain why candidates were recommended without reopening every resume.
Design Partner Program
Now selecting design partners—deliberately.
VettifyIQ is early-stage. Rather than presenting a wall of logos or unverified ROI claims, the design-partner program is built to answer a more useful question: does VettifyIQ measurably improve how your team moves from applications to a manager-ready shortlist?
Baseline your current process
Document time to shortlist, recruiter effort, shortlist rework, manager confidence, criteria changes, and missing candidate context before introducing VettifyIQ.
Configure your actual roles
Choose up to three active searches and agree the must-haves, preferences, evidence expectations, and questions the team should validate.
Use and measure the workflow
Work through role criteria, candidate evidence, gaps, recruiter review, and manager handoff, then compare the experience with the starting point.
What you walk away with
A concrete operating readout, whether you continue or not.
The pilot is designed to create usable outputs for your hiring team, not a predetermined success story.
- A clearer role-evaluation framework
- A documented candidate-review workflow
- A pilot scorecard against agreed measures
- Hiring-manager feedback
- Identified workflow and governance gaps
- An executive readout: what improved, what did not, what should change, and whether scaling makes sense
Design Partner Pilot
$10,000USD · six weeks
Test VettifyIQ on real hiring work before deciding whether to scale it.
Use up to three active roles to evaluate the workflow with your recruiting team and hiring managers. Agree the measures before launch, review results during the pilot, and finish with an executive readout covering what improved, what did not, and what broader adoption would require.
- Six-week guided engagement
- Up to 3 active roles
- Up to 10 users
- Weekly working sessions
- Baseline and outcome measurement
- Hiring-manager feedback and executive readout
- $10,000 pilot fee credited toward your first-year subscription if you continue
What happens after six weeks?
If VettifyIQ proves useful, continue on an annual plan. If it doesn’t, stop.
There is no requirement to continue. Annual deployments are expected to start around $30,000 USD, with final pricing sized after the pilot based on the scope you actually need.
We do not intend to charge hiring managers simply for participating in a review. Pricing is designed around the scale of the hiring workflow and value delivered, not maximizing seat count.
Hiring volume
How many roles and candidates your team expects to review through VettifyIQ.
Organizational scope
The recruiting teams, hiring stakeholders, and business units using the platform.
Integration + enterprise needs
ATS or identity integrations, security, data, administration, support, and governance requirements.
Your pilot investment carries forward.If you proceed, the full $10,000 pilot fee is credited toward your first-year VettifyIQ subscription. No automatic renewal. No obligation to proceed.
FAQ
Questions buyers usually ask before evaluating VettifyIQ.
Clear product boundaries create more trust than broad claims. Use the Trust Centre for buyer-specific security, privacy, implementation, and governance questions.
Review trust and diligenceIs VettifyIQ an ATS replacement?+
No. Your ATS continues to manage applications, candidate records, stages, and recruiting activity. VettifyIQ sits between candidate information and the shortlist, helping recruiters organize the evidence, identify gaps, and give managers better context for deciding who moves forward.
Does VettifyIQ automatically reject candidates?+
No. If a candidate appears not to have direct people-management experience, VettifyIQ can surface that gap and suggest that it be validated. An authorized person decides what the information means and whether the candidate advances.
What does Candidate Integrity mean?+
It is a separate view for questions that may need verification, such as whether a professional designation is confirmed or whether employment dates are consistent. Those questions do not automatically determine whether someone is suitable for the role.
How does the six-week pilot work?+
Choose up to three roles, define the current workflow and success measures, configure VettifyIQ, use it with the agreed team, and review the results together. The goal is to establish whether the product improves review effort, shortlist quality, and manager handoffs before making a broader commitment.
What happens after the pilot?+
There is no automatic renewal. Annual deployments are expected to start around $30,000 USD and are sized based on hiring volume, organizational scope, integrations, and enterprise requirements. If you continue, the full $10,000 pilot fee is credited toward your first-year subscription.
Can VettifyIQ work with our current recruiting process?+
Yes. Your ATS, recruiters, and hiring managers remain in place. VettifyIQ adds structure to the part that is often fragmented today: agreeing on the role, evaluating candidate evidence consistently, identifying what still needs validation, and explaining why someone is being recommended.
Next step
See how VettifyIQ turns candidate information into a shortlist your manager can actually use.
Walk through an illustrative Revenue Operations Director search and see the role criteria, candidate evidence, unanswered questions, recruiter review, and final shortlist context.