400 resumes reviewed.
Eight worth your time.
Hirefathom reads your full applicant stack and returns a ranked shortlist with plain-language reasoning for each candidate — so your team spends screen-call time on the reqs that actually fit, not on sorting through noise.
From inbound stack to defensible shortlist
Ranked shortlists, not raw dumps
Paste your job description or define criteria directly. Upload the applicant pool — CSV from your ATS or a batch of resume files. Fathom scores each resume against the stated requirements and returns a ranked shortlist with a plain-language rationale for every candidate. No numeric scores hidden behind a curtain. No ranking you can't explain to a hiring manager.
Reasons, not black boxes
Every candidate card shows which job requirements were met, partially met, or not addressed — pulled directly from the resume text. Your team sees the criteria match before deciding on a screen call. If a candidate challenges the outcome, your recruiter has a documented, requirement-grounded answer ready.
Human-in-the-loop by design
Fathom surfaces candidates. Recruiters make the calls. We do not make hiring decisions — and we are not built to. Every shortlist is a starting point for recruiter review, not a final answer. Move any candidate up or down, log your reasoning, and export what your team agreed on. The audit trail covers both the AI ranking and every recruiter override.
A shortlist you can defend — criteria on record, reasoning visible
Hirefathom scores resumes on job-relevant criteria only: the skills, experience, and qualifications stated in the job description. Name-based signals, inferred gender, school prestige, graduation year as an age proxy, and address-based demographic inference are explicitly excluded from scoring. Every shortlist is built with EEOC adverse impact guidance in mind — and every decision is documented so your team can respond to candidate questions, manager scrutiny, or an internal audit with a clear, requirement-grounded record.
How we approach fair screeningThree steps from inbound stack to shortlist
Define the req criteria
Paste the job description. Fathom parses it into must-have, nice-to-have, and role-context requirements. Edit before scoring if anything needs adjusting.
Upload your applicant pool
CSV export from your ATS, or a direct batch of resume files (.pdf, .docx, or plain text). Fathom reads every submission in the batch — not a sample.
Review your shortlist and export
Ranked candidates with requirement-match reasoning for each. Override any rank, add notes, and export to your ATS or share directly with the hiring manager.
From the people who run the pipeline
"We had 340 applicants for a senior engineering req — two weeks of intake. Fathom surfaced seven candidates. Our team reviewed them, agreed on all seven, and made an offer from that shortlist. That cycle used to take three weeks of recruiter time just to get to the phone-screen stage."
"Our legal and compliance team wanted to understand exactly what signals the tool was using before they'd approve it. The fact that Fathom shows the criteria match for every candidate — not just a score — was the deciding factor. We can document our screening rationale for any req."
"After the bias-audit stories that have come out around AI hiring tools, I went in skeptical. What changed my mind was that Fathom doesn't claim to replace recruiter judgment — it's positioned as a pre-screen assistant. And the scoring is additive, not penalizing. That matters when you're staffing roles with strict EEOC exposure."
Stop losing qualified applicants to an unreviewed stack
Early access is open for TA teams. The first 30 teams get a dedicated onboarding session and a free pilot run on one live req.
Request Early Access