An AI screener that talks to every candidate. You meet the shortlist.
Spend your time interviewing people worth interviewing. Hire Up Level screens every applicant against what your role actually requires, using questions built with you, and then hands you a short list of the most qualified candidates, pre-screened and ready to interview. Sourcing, screening, follow-up, and scheduling are ours. The hiring decision stays yours.
Illustration of the service in motion. Not client data.
You already have a way to post jobs. That was never the hard part.
The hard part starts the moment the applications arrive.
You cannot personally talk to everyone who applies
Two hundred applications for one opening means somebody is making fast calls off a résumé skim. Good people get cut for the wrong reasons, and nobody ever finds out which ones.
The résumé stopped being reliable evidence
Anyone can generate a polished, keyword-perfect application in about ninety seconds now. You find out what somebody can actually do in a conversation, and conversations are the thing you have least of.
You do not need another platform to run
Most fixes hand you a new system to configure, maintain, and work through. Our team runs this one alongside the AI, so there is no new tech for you to learn.
The applicant pile got bigger.
The hours available to work through it did not.
More applicants create more screening work. They do not automatically create better candidates.
Applications per recruiter
In 2025, up from 146 in 2022. The same person is now expected to get through five times the volume.
Applications per open job
In 2025, more than double 2022. Reading all of them properly is a full week of somebody's time.
Average days to fill a role
In 2025, up from 43.6 in 2022. Roles are staying open two months and longer while the pile grows.
You have a role open. Our AI screener contacts every person who applies and has a real screening conversation with each one, using the questions you told us the job actually requires.
We score those conversations and hand you a short list of people worth your time and ready for your calendar. You never learn a platform, and you decide who gets hired.
What comes off your plate
This is the work that sits between opening a role and meeting someone worth hiring. All of it is ours.
Role scoping with your hiring manager
We get specific about what the role actually requires, in the hiring manager's words rather than the job description's. This is what the screen gets built from.
Sourcing and outreach
Applicants, passive prospects, and the people who applied three weeks ago and never heard back from anyone. We go find them and we contact them.
A real screening conversation with each one
Every candidate answers the same role-specific questions we built with you. Not a keyword filter, and not a form. Questions someone has to actually answer.
Scored candidates with the reasoning attached
You see how each person answered and why they scored where they did. If you disagree with a score, you can see exactly where it came from and tell us.
Follow-up and scheduling
Reminders, reschedules, and the no-show chasing that eats an afternoon. Interviews land on your calendar without you in the email thread.
Regular check-ins
Fifteen minutes to tell us who you liked and who missed. We adjust the screening criteria from there, so the slate gets closer to exactly right.
Automation does the work. You decide who gets hired.
Plenty of hiring tools will happily make the decision for you. We think the decision is the one part of this that should stay yours.
- Candidates are evaluated against what your role actually requires, not a keyword filter that rejects capable people for the wrong reasons
- You see the reasoning behind every score, which means you can look at it and disagree with it
- We run the process. There is no platform for you to learn, configure, or babysit
- The screen gets recalibrated as you tell us what "worth interviewing" means for this hiring manager and this role
- This adds recruiting capacity to your HR function. It does not attempt to replace the people already doing the job
Getting started takes one call
Book a call and bring one role
Tell us what you are hiring for. No subscription, no platform contract, no annual commitment. We scope the role with you and your hiring manager so we know what a credible candidate actually looks like.
We run the recruiting work
Sourcing, outreach, screening conversations, scoring, follow-up, and scheduling. We check in each week so you can tell us who landed and who missed, and we adjust from there.
You meet people worth your time
Candidates arrive with their answers and their scores attached, ready for your calendar. You spend your time evaluating them and deciding who gets hired.
Why I started this
I spent years running a Salesforce engineering team, which means I spent years hiring engineers.
Screening technical people was never easy. Certifications are simple to collect and tell you very little about whether someone can actually build. So you read the résumé, form a theory, and find out in the interview whether the theory held up. That was always the job.
AI didn't create that problem. It made it considerably worse.
Candidates aren't doing anything wrong. Every career coach on the internet tells them to tailor their application to the posting, and now there's a tool that does it in the time it takes to paste in the job description. They're following the advice they were given. What lands in your inbox is a stack of applications that are all technically correct, all say roughly the same thing, and leave the real work of figuring out who can do the job sitting on your desk.
The obvious fix is a better filter. I don't think that works. A filter reads the same document everyone else is reading, and that document stopped being reliable.
What tells you something is a conversation. Nobody has time for two hundred of those.
So we have those conversations for you.
Your next hire is probably already in that pile. Let's go find them.
Bring the role that has been open the longest and we will show you exactly what we would do with it.