You don't have time to read forty CVs. Aster hands you a ranked shortlist with the reasons behind each score, so you weigh in fast and get back to your day job.
The problem
Hiring the way most teams still do it, before Aster does the first pass for you.
How Aster helps
A shortlist you can trust
Every applicant scored against the role, with the reasoning behind it, not a black-box number.
Interview questions, drafted for you
Role- and candidate-specific questions ready the moment an interview is booked.
One scorecard, one decision
Rate the same criteria as the rest of the panel and get a clear team score.
Only the candidates that are yours
See the roles you're hiring for, without wading through the whole system.
Aster surfaces the few candidates that matter and gives you a fast, structured way to say yes or no.
3×
faster shortlists
46 → 3
applicants to a shortlist
~2 weeks
sooner to a hire
Typical results teams see after switching to Aster.
More by role
Forty resumes land in your inbox before lunch, and somewhere in that stack is the person you actually want to hire. Reading each one properly would take an afternoon you don't have, so most hiring managers skim, guess, or wait on a recruiter's shortlist that never quite explains itself. You get five names and a shrug when you ask why those five. That's not a hiring decision, that's a coin flip with a paycheck attached. Aster starts earlier: every applicant is parsed into structured data and scored against the role the moment they apply, so by the time a shortlist reaches you, it already has an argument behind it, not just a name and a job title.
How it works
Your shortlist, already ranked
Every applicant to your role is parsed and scored the moment they apply, so what reaches you isn't a folder, it's an ordered list. Duplicate applications are merged into one record first, so you're never comparing the same person twice under two different entries.
Read the reason, not the resume
Each score comes with why: which skills matched, where experience lines up with the role, what's missing. You can scan the reasoning in seconds instead of parsing a resume line by line, then go straight to the two or three names actually worth a closer look.
Walk in with questions ready
Before the interview, Aster drafts questions specific to the role and to that candidate's background, built around the gaps and strengths the score already flagged. You spend your prep time deciding what matters, not staring at a blank page an hour before the call.
Score once, decide together
You and every other interviewer fill the same 1 to 4 scorecard, and it rolls up into one team score attached to the candidate's profile. No more comparing notes across five different chat threads to work out what everyone actually thought.
In depth
Trust in a shortlist doesn't come from a recruiter's confidence in it, it comes from being able to check the work yourself. Aster parses every resume into structured data, skills, roles, years, industry, and scores each applicant against what the role actually asks for, with skill and industry matching that tolerates typos and synonyms so "JS" and "JavaScript," or "Sr." and "Senior," don't quietly cost a strong candidate their ranking.
The score is never a black box: it comes with the reasons, which requirements matched, which didn't, and where the candidate's background diverges from the role. That means you can open any name on the list and see, in plain language, why they're ranked fourth and not first. When two hiring managers look at the same shortlist, they end up arguing about the reasoning behind a ranking, not re-litigating whether the ranking means anything at all.
Trust in a shortlist doesn't come from a recruiter's confidence in it, it comes from being able to check the work yourself. Aster parses every resume into structured data, skills, roles, years, industry, and scores each applicant against what the role actually asks for, with skill and industry matching that tolerates typos and synonyms so "JS" and "JavaScript," or "Sr." and "Senior," don't quietly cost a strong candidate their ranking.
The score is never a black box: it comes with the reasons, which requirements matched, which didn't, and where the candidate's background diverges from the role. That means you can open any name on the list and see, in plain language, why they're ranked fourth and not first. When two hiring managers look at the same shortlist, they end up arguing about the reasoning behind a ranking, not re-litigating whether the ranking means anything at all.
In practice
The Monday morning pile becomes a five-minute review
A hiring manager for a support role opens their laptop Monday to forty new applicants instead of one folder to work through between meetings. Aster has already scored and ranked them overnight, so the top eight are sitting there with reasons attached. What used to be an hour of skimming resumes becomes five minutes deciding who moves to interviewing, and the rest of the morning goes back to the actual job they were hired to do.
FAQ
Aster parses every resume into structured data, skills, experience, industry, and years, then compares that against what the role requires, including skill and industry matching with synonym and typo tolerance so near-matches aren't missed over wording. Every score comes with the reasons behind it: what matched, what's missing, and where the candidate's background sits relative to the role's requirements. You're never asked to trust a number blind, you can open any candidate on the list and read exactly why they're ranked where they are, which means you can check the reasoning yourself before you act on it in an interview or a decision.
No, and that's largely the point of a ranked shortlist with reasoning attached. It's built so you can review forty applicants in the time it used to take to read three resumes properly from top to bottom. For any candidate you're seriously considering, their full profile, including the original resume, is still there to open and read in full. You're just not starting from zero on every single applicant who applies, and the score is a starting point for your judgment, not a replacement for it.
The reasoning is there specifically so you can disagree with evidence instead of a hunch. If a candidate's score looks low but you know something the parsed resume doesn't capture, you can move them forward yourself and note why directly on their profile. The score is a starting ranking built from the role's requirements, not a final verdict, and every hiring manager with access to a role can act on their own read of a candidate at any stage of the pipeline.
Access is role-based, so you see the pipeline for the roles you're actually hiring for. People outside that role don't see your candidates, scorecards, or notes unless they've been given access to that specific requisition. Every view and change is captured in an audit trail, so there's a real record of who looked at what and when, which matters if a hiring decision ever gets revisited or questioned later on.
Aster drafts a set of questions per role and per candidate, based on the same reasoning behind the match score, aimed at the gaps and strengths worth probing in person. They're a starting draft, not a script: edit, cut, or add before the interview. Some hiring managers use them close to word for word, others just use them to decide what to focus their limited interview time on before the conversation starts.
They stay attached to the candidate's profile as part of the record, along with the audit trail of who reviewed and scored them and when. If you're asked later why a candidate was chosen over another, or you're hiring for a similar role and want to compare how past decisions were made, the reasoning and scores are still there, not lost in a chat thread nobody can search anymore.
A ranked shortlist with reasons attached doesn't replace your judgment, it gives your judgment something solid to stand on. Instead of a folder of forty resumes and a recruiter's shortlist you can't verify, you get a shortlist you can check, questions ready before you sit down, one scorecard that turns four scattered opinions into a single team score, and a pipeline that shows you only the candidates that are actually yours to review. The hours you used to spend skimming resumes and chasing notes across three chat threads go back into the parts of hiring that need a person: the conversation, the read on fit, the final call. See what's already waiting in your shortlist.
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