Before anything ships, we ask whether it captures one of these signals, proves one to you, or makes the shortlist faster, fairer, or more accurate. If the answer is no across the board, it doesn't ship on Scryyn — it goes on a parked list instead.
Real experience against the role — evidence-based, not a keyword match. Scryyn looks for proof of use, not a skill listed on a CV.
Genuine interest in this specific role — captured with an explicit ask, not inferred from whether someone opened a message.
Can they start, and are they actually available — not just technically employable somewhere.
Notice period and a realistic join timeline — the difference between a great candidate and one who joins in four months.
A platform that overclaims isn't one you can trust with a real hiring decision. Here's where the line actually is.
Doesn't guarantee hires or joiners — it improves the odds and states a probability, never a promise.
Doesn't replace the human interview, offer, or close — that final judgment call stays with your team, where it belongs.
Doesn't solve sourcing — screening is the job. Finding candidates is still on you.