Methodology
How we evaluate hiring tech.
Every tool we review is scored on the same 100-point rubric across six weighted dimensions. Here is exactly how that works — so you can judge our judgments.
The 100-point rubric
Each dimension is scored, then weighted to produce a single total. The weights reflect what matters most to a working talent team.
Core capability
25 ptsHow well the tool does its primary job — sourcing, tracking, screening, or scheduling — in real hands-on use.
Ease of use
20 ptsTime-to-value, learning curve, and day-to-day workflow friction for a working recruiter.
Data & accuracy
15 ptsQuality, freshness, and relevance of the data the tool surfaces or generates.
Integrations
15 ptsDepth and reliability of connections to the ATS and tools a talent team already runs.
Support & reliability
15 ptsOnboarding, documentation, responsiveness, and uptime during testing.
Value
10 ptsPricing transparency and what you get for the money relative to alternatives.
How scores are assigned
- 1
We run each tool against a fixed demo script that mirrors a real hiring workflow.
- 2
Two reviewers score independently on the six dimensions, then reconcile.
- 3
Scores roll up to a 100-point total, displayed as a 5-star overall rating.
- 4
We re-test and update reviews when tools ship material changes.
Independence statement
Scores are determined by this methodology alone. No vendor can pay for a higher score or a better ranking, and no commercial relationship influences how a tool is rated. Where relationships exist, we disclose them.