The evaluationengine for everyhire you make.
Score every candidate against the same rubric. Measure culture alignment on five axes. Build a full audit trail for every decision. RecruitBase is the evaluation layer your hiring process has been missing.
Six features. One evaluation layer.
Built to make every hire defensible.
Structured Scoring Engine
Define 4–8 competencies per role with weighted importance and anchored descriptors. Every interviewer scores the same criteria on the same 1–5 scale — locked on submission, no retroactive editing.
Deep CultureMap
Five scored axes — values alignment, work style, communication fit, growth orientation, and team dynamic fit — measured against your org's culture profile. Culture fit is quantified, not felt.
Candidate Fit Score
One auditable number out of 100, built from five weighted dimensions. Every component is traceable to its source — no black box, no silent deductions, no hidden weighting.
Evaluation Audit Trail
Every action logged, timestamped, and attributed. Hire decisions, score overrides, and red flags — all recorded with actor and reason. One-click PDF export for legal review or regulatory audit.
Candidate Projection
A 6–9 month forward view generated from Fit Score signals. Ramp period, contribution window, and culture integration — each phase rated and explained in plain language before you decide.
Persona Forms
Candidates self-assess before the interview. Interviewers score what they actually observed after. The gap between self-report and observed behavior is flagged as a consistency delta — a signal no resume can give you.
Four steps to a defensible hire.
Every decision traceable to its source.
Build Your Rubric
Define 4–8 competencies per role with weighted importance and anchored descriptors. Lock the rubric before interviews begin — every evaluator works from the same criteria.
Run Structured Rounds
Assign interviewers to specific rounds and competencies. Each interviewer scores only what they're assigned — on a 1–5 scale with anchor guidance at every level. Scores lock on submission.
Get the Fit Score
Five dimensions — competency, culture fit, behavioral signals, persona form consistency, and red flag adjustment — aggregate into one auditable score out of 100. Every component is traceable.
Project the Hire
See a 6–9 month forward view before you decide. Ramp period, contribution window, and culture integration — each phase rated, narrated in plain language, and backed by score signals.
Five axes. One alignment score.
CultureMap replaces "culture fit" as a gut feeling with a scored model across five axes. Your org defines its culture profile once — CultureMap then measures every candidate against it. Fit is quantified, not felt.
- →Values alignment82
- →Work style68
- →Communication fit75
- →Growth orientation88
- →Team dynamic fit55
Every action. Logged, timestamped, exportable.
The full evaluation record — from rubric assignment to hire decision — in a single, immutable log. Every override requires a written reason. One-click PDF for legal review, HR records, or regulatory audit.
- →Every score, flag, and decision attributed to its actor
- →Hire decision overrides logged with a required reason field
- →One-click compliance PDF export — formatted for legal review
- →Protects against wrongful hiring and discrimination claims
The gap between self-report and observation is the signal.
Candidates complete a behavioral questionnaire before the interview. Interviewers score the same competency dimensions based on what they actually observed. The delta between self-assessment and observed behavior flags inconsistencies no resume ever could.
- →40+ validated behavioral questions across 8 competency families
- →Situational framing — harder to game than self-rating scales
- →Interviewer post-interview scoring against the same dimensions
- →Consistency delta flags large self-assessment vs observed gaps
Integrates with your
existing ATS.
Import candidates from your existing ATS — Greenhouse, Workable, Workday, and more. We work alongside your ATS, not instead of it.
One avoided bad hire pays
for a full year.
Flat monthly plans based on candidate volume. The more you hire, the lower your effective per-candidate rate.
Starter
Solo search consultants, boutique firms just starting out
Growth
Active boutique firms running 1–2 searches/month
Studio
Established search firms, 2–3 concurrent searches
Agency
Mid-tier HR firms, higher volume, multiple active searches
Enterprise
Unlimited candidates, negotiated per-candidate rate, dedicated account manager, SLA guarantee, and custom integrations. For large HR firms and staffing groups.
Everything included in every plan:
All pricing includes everything needed to structure, schedule, conduct, and evaluate interviews. Need a custom plan?