Ratio Information

Ten recruiters on the same team will screen the same candidate ten different ways. Every hiring team knows it, and most have learned to live with it, because building structured interviews by hand takes hours per role. Ratio builds them in minutes. Give it a job description and it produces a weighted model of the skills that define the job, then structured interviews for every round: job-specific questions, prepared follow-ups, and scoring guides tied to what a strong answer contains. Every candidate for the same role gets the same questions, scored against the same standard. Ratio supports panel interviews. Each panelist scores independently before anyone sees anyone else's rating. The panel sees where they disagree, talks it through, and records a final score with the original ratings preserved. One thing Ratio does not do: score candidates. The AI does the preparation, but your team confirms or edits the skills and questions. And a person listens, judges, and decides. That stance is deliberate, and it is why teams that are wary of AI hiring tools are comfortable using Ratio. Fifty years of selection research points in the same direction. Structured interviews are the strongest predictor of job performance, and skills-based hiring only works when the interview measures skills. Ratio is how recruiting agencies and in-house talent acquisition teams put that research to work on real jobs, at the pace real hiring moves. Follow this page for practical material on structured interviewing, interview design, and skills-based hiring, written by people who have interviewed thousands of candidates themselves.