The process
How Talent Atrium works
A structured, transparent pipeline that converts unstructured job applications into ranked, explainable candidate signals - from vacancy creation to closure.
Recruiter creates a vacancy
A recruiter logs into the platform and creates a vacancy listing. They provide the job title, role description, required experience level, industry, and alignment criteria that matter for the role. The platform structures this input into a standardised matching profile that can be evaluated consistently against every applicant.
- Paste a full job description and the system extracts key fields automatically
- Set minimum experience thresholds, location, and education requirements
- Define behavioural fit priorities relevant to the role
- Vacancy is published and immediately visible on the public job board
Candidate creates a profile and applies
A candidate registers on the platform, uploads their CV, and completes a structured behavioural assessment. Their CV is parsed into a structured profile. When they apply for a vacancy, all available signals - CV data, assessment results, and profile information - are consolidated into a single candidate package for evaluation.
- CV is parsed automatically into a structured profile on upload
- Behavioural assessments are completed once and reused across applications
- Application takes seconds once the profile is complete
- Candidates can track the status of every application in real time
The platform evaluates the candidate
When an application is submitted, the platform evaluates the candidate against the vacancy requirements across five structured dimensions. Each dimension is scored individually. The results are combined into a single compatibility score and expressed as a colour band - green, amber, or red - to give the recruiter instant visual context.
- Five evaluation dimensions: experience, skills, education, behavioural fit, role alignment
- AI-assisted analysis interprets CV content against structured vacancy criteria
- Each dimension produces an individual score and a written explanation
- Overall compatibility score is aggregated from all five dimensions
Recruiter reviews ranked candidates
The recruiter opens their vacancy and sees a ranked list of all candidates, ordered by compatibility score. Each candidate is colour-coded and accompanied by a written compatibility report explaining how and why they match - or do not match - the role requirements. No manual screening is needed before this point.
- Candidates ranked automatically from highest to lowest compatibility
- Colour bands (green / amber / red) provide immediate visual triage
- Written report for each candidate explains the score in plain language
- Recruiter can shortlist, pass, or reject candidates individually
Closure, feedback, and notification
When the recruiter closes a vacancy, the platform handles the communication automatically. Shortlisted candidates are notified that the role has been filled. Rejected candidates receive a structured feedback email that explains their compatibility score, describes the profile of the successful shortlist, and offers specific guidance on how to strengthen their application for similar roles.
- Automated notifications sent to all candidates when vacancy is closed
- Rejected candidates receive written feedback - not silence
- Feedback references specific dimensions where improvement is possible
- Candidate data is retained for 12 months and deleted after the retention window closes, unless the candidate chooses to keep it
Evaluation framework
Five evaluation dimensions
Every candidate is scored across five independent dimensions before an overall compatibility score is calculated. Each dimension produces a score and a written explanation.
Experience
Years and relevance of prior work history against role requirements
Skills
Hard and soft skill alignment between candidate profile and vacancy criteria
Education
Qualification level and field relevance to the role
Behavioural fit
Behavioural trait alignment with the specific requirements of the role
Role alignment
Overall coherence between career trajectory and the vacancy being applied for