Know who deserves the interview — and why.

FOR HIRING, RECRUITING & TALENT ACQUISITION

Know who deserves the interview — and why.

More applicants do not make hiring easier. Workerbee learns what success looks like for your company and role, evaluates every candidate against the same standard, and records the evidence and rationale behind every ranking — so hiring managers know who should advance, and why.

THE CHALLENGE

You have more candidates than ever — and still struggle to find the few worth interviewing.

AI gave you more volume, not better decisions.

Hundreds of applicants can now arrive for a role that no recruiting team has time to evaluate deeply.

Hiring managers and recruiters do not always agree on what “good” looks like.

A job description rarely captures the full role, and important context still lives outside the ATS.

When a hiring decision is questioned, you need a defensible record.

Laws and internal scrutiny around AI-assisted hiring are increasing. TA teams need a clear record of the standard applied, the evidence considered, and why each candidate advanced or did not.

WHAT CHANGES

A shortlist your hiring managers can trust.

Workerbee evaluates the full candidate pool against one company-specific standard, ranks everyone consistently, and retains the evidence and rationale behind every candidate’s ranking.

HOW YOU START

Start with 2–3 active roles. See real results within two weeks.

Build the Success Profile.

Start with the role, then refine it with the hiring-manager context, team needs, past experience, and requirements that matter at your company.

Evaluate the candidate population.

Workerbee scores every candidate against the same company-specific standard.

Review and refine the recommendations.

See who ranks highest, what evidence supports each recommendation, and compare the results with your current process.

MEASURABLE RESULTS

Better hiring outcomes. Lower cost. Faster time to fill.

candidates ranked

Against one company=specific standard

top-ranked candidates hired

2 of 2

For two open sales role

weeks

Time to fill, vs. 6–8 weeks traditionally

Tellemica used Workerbee to focus leadership time on the strongest matches and fill two sales roles faster — getting new hires working toward quota sooner.

“Workerbee was critical in helping us surface the best candidate for both of our roles, full stop. We will definitely use them going forward for every hire.”

Co-Founder, Tellemica

WHERE THIS GOES NEXT

Better shortlists are only the start.

Each Success Profile, evaluation, and hiring outcome becomes reusable company understanding. The work you do to improve hiring today becomes the foundation for internal mobility, development and retraining, redeployment, workforce planning, and future hiring decisions.

FAQ

Three questions TA leaders usually ask

Do we have to replace our ATS?

No. Workerbee sits alongside your existing ATS and connects to the systems you already use. Nothing to rip out. Nothing to replace.

What if the recommendation is wrong?

Workerbee does not make the final decision. It shows the standard, evidence, ranking, and gaps so your team can make a better-informed call.

How quickly do we see something real?

Most customers see an impact within two weeks. Start with a small number of active roles and live candidate populations, and Workerbee can begin producing ranked, explained results within days.

Know who deserves the interview — and why.

FOR HIRING, RECRUITING & TALENT ACQUISITION

Know who deserves the interview — and why.

More applicants do not make hiring easier. Workerbee learns what success looks like for your company and role, evaluates every candidate against the same standard, and records the evidence and rationale behind every ranking — so hiring managers know who should advance, and why.

THE CHALLENGE

You have more candidates than ever — and still struggle to find the few worth interviewing.

AI gave you more volume, not better decisions.

Hiring managers and recruiters do not always agree on what “good” looks like.

When a hiring decision is questioned, you need a defensible record.

WHAT CHANGES

A shortlist your hiring managers can trust.

HOW YOU START

Start with 2–3 active roles. See real results within two weeks.

Build the Success Profile.

Evaluate the candidate population.

Review and refine the recommendations.

MEASURABLE RESULTS

Better hiring outcomes. Lower cost. Faster time to fill.

“Workerbee was critical in helping us surface the best candidate for both of our roles, full stop. We will definitely use them going forward for every hire.”

Co-Founder, Tellemica

WHERE THIS GOES NEXT

Better shortlists are only the start.

FAQ

Three questions TA leaders usually ask

Not quite you?

For CEOs & Executive Teams

For People & HR Leaders

For Transformation, Analytics & Technology

START WITH A FEW OPEN ROLES

Find the candidates worth your team’s time — and know why.

Know who deserves the interview — and why.

FOR HIRING, RECRUITING & TALENT ACQUISITION

Know who deserves the interview — and why.

More applicants do not make hiring easier. Workerbee learns what success looks like for your company and role, evaluates every candidate against the same standard, and records the evidence and rationale behind every ranking — so hiring managers know who should advance, and why.

THE CHALLENGE

You have more candidates than ever — and still struggle to find the few worth interviewing.

AI gave you more volume, not better decisions.

Hiring managers and recruiters do not always agree on what “good” looks like.

When a hiring decision is questioned, you need a defensible record.

WHAT CHANGES

A shortlist your hiring managers can trust.

HOW YOU START

Start with 2–3 active roles. See real results within two weeks.

Build the Success Profile.

Evaluate the candidate population.

Review and refine the recommendations.

MEASURABLE RESULTS

Better hiring outcomes. Lower cost. Faster time to fill.

“Workerbee was critical in helping us surface the best candidate for both of our roles, full stop. We will definitely use them going forward for every hire.”

Co-Founder, Tellemica

WHERE THIS GOES NEXT

Better shortlists are only the start.

FAQ

Three questions TA leaders usually ask

Not quite you?

For CEOs & Executive Teams

For People & HR Leaders

For Transformation, Analytics & Technology

START WITH A FEW OPEN ROLES

Find the candidates worth your team’s time — and know why.

Request a Demo