Résumé screens correlate poorly with job performance. Hiring on capability evidence — calibrated against the role's actual demands, with continuous fairness monitoring — produces better hires and a defensible audit trail. Skills-based hiring deploys QLM measurement infrastructure across your applicant pipeline with ATS integration, custom role-template authoring, and aggregate disparate-impact monitoring built in from day one.
Hiring managers see calibrated candidate comparisons inline in their ATS workflow. Compliance teams see organization-wide disparate-impact monitoring with quarterly EEOC-aligned reporting. Both surfaces are infrastructure-validated from day one — the audit trail and four-fifths-rule analysis ship at current release; the aggregate disparate-impact results accumulate as your organization uses the system.
Skills-based hiring runs as standing infrastructure across your applicant pipeline, not as a separate tool managers have to remember to use. The integration spans four flows: requisition sync, candidate sync, comparison surfacing, decision sync. The hiring decision authority remains in your ATS and with your team. QLM observes and records; QLM does not direct.
When you create a requisition in your ATS, the corresponding QLM requisition is created. Pick a curated role template or your own custom template calibrated against your historical hire outcomes.
Candidates entering the pipeline are invited to share their existing QLM Profile or take a baseline diagnostic. Invitation flows through your ATS's email infrastructure — looks like part of your standard candidate communication.
Calibrated fit scores plus dimensional breakdown appear in your ATS candidate record. Continuous fairness audit on every comparison. Click through opens the full QLM comparison view.
When a hiring decision is recorded in the ATS, QLM captures it in the audit trail with rationale capture for overrides. Per-hire compliance package generated automatically; quarterly aggregate report emailed to compliance.
Skills-based hiring is the only assessment vendor that publishes per-claim validation status across the product line. The audit trail, fairness monitoring, and compliance reporting infrastructure are validated from day one; the disparate-impact reduction claim relative to résumé screening is in-progress as the v1 cohort accumulates outcomes. You see the validation status on every claim, every report.
EEOC Uniform Guidelines on Employee Selection Procedures. Selection rate analysis with 95% CIs and minimum-sample-size handling. Statistical correction for multiple comparisons across protected dimensions.
Continuous real-time fairness monitoring on every comparison computation. Items with detected differential difficulty pulled from the global bank — improvements benefit all customers.
Claim that QLM-assisted selection reduces disparate impact vs. résumé screening. Empirical claim requiring multi-year cohort data. The current release includes infrastructure; v2 ships measured value.
Skills-based hiring provides infrastructure for capability-based selection with continuous fairness monitoring. It does not replace decisions, predict outcomes perfectly, or absorb your organization's compliance obligations. Five things this system explicitly does not do — important for legal positioning.
Skills-based hiring is enterprise-tier with implementation services included. Custom contract terms based on hiring volume, ATS, and compliance scope. Federal contractors and regulated-industry organizations get OFCCP add-on at additional cost.
Full feature set, unlimited requisitions, ATS integration, custom role templates with research-team review, quarterly EEOC-aligned reporting, fairness audit included. 1 customer success manager per 3-5 customers.
Premium pricing reflecting compliance-reporting value. Includes SOC 2 Type 2 evidence, HIPAA-aligned data handling, FINRA-aligned reporting as applicable. OFCCP add-on for federal contractors.
Embed QLM measurement directly in your ATS or HRIS product. SDK-based integration with co-brand or white-label options. Strategic partnership terms negotiated case-by-case.
Implementation typically takes 8-12 weeks for ATS integration and pilot deployment. External legal review required before any v1 customer signs.