Frequently asked questions about Scoreboad.

One workspace for hiring: jobs, candidates, applications, resume screening, first-round calls, interviews, evaluation, onboarding and analytics — with AI assisting at each step instead of sitting in a separate tab.

• See the full hiring workflow
• Read about how Scoreboad is built

For the repetitive reading and writing: parsing resumes, scoring them against a role, summarizing screening calls, drafting briefs and messages. Each one is a named function with a defined input and a validated output, not an open-ended chatbot.

• Read the AI safety model

No, by design. AI parses, matches, summarizes and drafts. A person reviews that output and makes every consequential decision, and AI output is never written straight to a trusted record.

1. AI output
2. Validated in code
3. Reviewed by a person
4. Decision

• Read the AI safety model
• See how AI output is controlled

A resume is parsed into structured fields and scored against the role's requirements, with the reasoning shown beside the score. Optionally a structured first-round voice call runs and its answers are captured on the candidate's record. A recruiter reviews both.

1. Resume
2. Parsed into fields
3. Scored against the role
4. Recruiter reviews

• Explore AI resume screening
• Explore screening calls

Yes, and that is the normal path rather than an escape hatch. Parsed fields are proposed, not applied; scores are advisory; generated text is editable before it goes anywhere.

• Explore candidate evaluation

Each organization's data is isolated by row-level security in the database. Files sit in private storage behind short-lived signed links, recipients are masked in logs, and an append-only audit log records who changed what.

• Read how isolation and access control work

No. Applying, taking a screening call, opening a coding round and unsubscribing all work without a login, authorised by signed links instead.

• Explore how applications arrive

The manual workflow keeps working. AI failure is treated as an expected condition throughout rather than an outage — you lose the assistance, not the ability to recruit.

Not today, and we would rather say so than imply otherwise. The architecture is built to the practices those audits look for — tenant isolation at the database layer, encrypted credentials, an append-only audit log and least-privilege access — but no certification has been completed.

• Read what Scoreboad does not have

Teams who run their own hiring and want it in one place rather than across a spreadsheet, an inbox and a calendar. Access is organised as four roles — Owner, Admin, Recruiter and Viewer — so the same workspace suits one person hiring occasionally and a small team hiring continuously.

• Read how access control works

A job carries its own stages and screening questions, so the pipeline is shaped to how you already hire rather than the other way round. Applications can arrive through a shared link, a bulk upload or by hand, which means you can start with one role without migrating anything.

• See the full hiring workflow

No. It removes the reading and the retyping — parsing resumes, taking first-round calls, keeping records current — and leaves the judgement where it was. Every consequential decision is made by a person and recorded against them.

Structured input for one named task, and nothing else. The model holds no database connection and no tools, it cannot look anything up, and its output is narrowed by a validation function before any part of the product uses it. There is no open prompt box anywhere in Scoreboad.

• Read how AI output is handled

No, and Scoreboad does not claim to reduce bias. No model here has been audited for it, so no part of the product treats a model's output as a finding — a person reads it beside the material it came from before it counts for anything. Saying otherwise would be a claim nobody has tested.

Through a shared application link or QR code, by uploading resumes in bulk, or by adding somebody by hand. A link is a signature rather than a stored token, so one version bump revokes every link and code a form has issued without invalidating anything else.

• Explore how applications arrive

One record per person, carrying every application they have made, their resumes, any screening report, interview rounds and feedback, the evaluation panel and a dated activity history. The point is that nobody has to reconstruct a candidate's history from an inbox.

• Explore the candidate workspace

Interview feedback is collected in a fixed shape rather than as free comments, so rounds can be compared. The evaluation panel puts the match score, the screening report and every round's scores on one screen for a person to weigh — it does not produce a verdict of its own.

• Explore candidate evaluation

No — and the distinction is worth being exact about, because the phrase is used loosely. Scoreboad runs an automated first-round screening CALL that asks a fixed set of questions and returns a structured report. Interviews themselves are conducted by your team; Scoreboad schedules them, collects the feedback and keeps it on the candidate's record.

1. Screening call
2. Transcript
3. Structured report
4. Recruiter reviews

• Explore AI screening calls

The call opens by saying it is automated and may be recorded, works through the questions set for that job, and produces a report of structured fields with a transcript beside it. Fields the model was unsure about are flagged so a recruiter checks those first, and a correction is stored alongside what the AI originally said rather than replacing it.

1. Consent disclosure
2. Questions
3. Transcript
4. Report
5. Review

• Explore AI screening calls

Yes, in the opening line, and that disclosure cannot be reordered or switched off. Recording somebody without telling them is unlawful in many places, so it is built as a constraint rather than left as a setting somebody could turn off.

Yes, when a calendar is connected — the integration creates the invite and the meeting link. Without it the interview still exists as a round on the application with its feedback attached; you just arrange the time yourself.

• See which integrations exist

Each application sits at a stage — Applied, Shortlisted, AI Screening Call, Phone Interview, Video Interview, Written Assessment, Director Round — and moves through them until it is Hired, Rejected or Withdrawn. Every board is per job, and time in stage is tracked against a target you set.

1. Applied
2. Shortlisted
3. Screening
4. Interview
5. Decision

• Explore the hiring pipeline

No, and that is deliberate rather than missing. A stage change is made from a menu on the card, which is keyboard-accessible, works on a phone and cannot fire from a mis-drag. Moving someone through a hiring pipeline should take a deliberate action.

Yes, from a fixed catalogue rather than a free-form builder. A rule listens for something that happened — an application entering a stage, a screening call completing, an application sitting too long — and runs a named action such as starting a screening call, moving a stage, notifying the assigned recruiter or sending a templated message. Both lists are closed, so a rule can only do things the product knows how to do.

• Explore recruitment automation

Yes. Eighty-six catalogued event types record the person, the record, the change and the time, and they render as sentences rather than raw data. Events that change who can do what are restricted to Owners and Admins by the same database policy that protects everything else.

• Read about auditability

Four roles, checked in three places: the interface, the API and the database. The database check is the one that counts — hiding a control is cosmetic, and a rule that exists only in application code is not a rule. A record belonging to another workspace returns not found rather than forbidden, so nobody can use the difference to work out what exists.

• Read how access control works

Every row belongs to one workspace and row-level policies decide what a query returns. Uploaded files sit in private storage and are read through short-lived signed links after the caller's workspace is checked. Message recipients are masked in the log itself, IP addresses are stored only as a keyed hash, and integration credentials are encrypted. Scoreboad does not claim a blanket encryption standard beyond that, because it has not verified one.

• Read the full security page

Nothing today, because there is nothing in the product that could take a payment. There is no billing, no plans and no card step. Pricing is unpublished because it is undecided, not because it is being withheld until you ask — when it exists it will be published as figures.

• See what Scoreboad costs today

No — not because it is restricted, but because there is nothing to trial against. No subscription is running, so nothing expires and nothing needs cancelling. There are no plan limits either, because there are no plans.

Create an account with an email and password or with Google, name your organisation and invite whoever is hiring with you, then open your first job and share its application link. The rest of the workflow follows from that job.

1. Create an account
2. Set up the workspace
3. Open a job

• Create an account

Not yet, and it is better to say so here than to let you find out at the end of a form. There is no sales inbox, no demo booking and no scheduling tool connected, so an account is the fastest way to see whether the product fits. The contact page explains what does exist.

• See what contact options exist