Verdict

Verdict is a career tool. Verdict scores 2 to 50 CV PDFs against a job description across six dimensions and returns a ranked, cited hiring document with interview questions and a fingerprinted audit trail. Credits are bought once and never expire, with no subscription.

Verdict is a candidate screening tool that scores CVs against a job description and returns a written hiring document with citations. Upload the job posting and 2 to 50 CV PDFs, and the product produces either a two-way head-to-head or a ranked shortlist, with each candidate rated on six dimensions: Capability, Track record, Trajectory, Influence, Domain edge and Risk surface. Each dimension is scored from 1 to 5 for a maximum of 30, and the reasoning behind every score is quoted verbatim from the CV. No quote means no claim, which keeps the output tied to what the candidate actually wrote. The workflow is built for busy hiring managers and small teams without an applicant tracking system. Before any candidate is scored, an optional JD Optimizer reviews the posting for ambiguity and over-specification and suggests a rewrite. A first pass then buckets each candidate as strong fit, borderline, overqualified or underqualified, so weak CVs can be excluded before credits are spent on them. The output ships with roughly ten citations per analysis, retention and over-qualification warnings, five interview questions and three reference-check questions per candidate, plus an interview kit aimed at the gaps the CV could not close. Organizations that hire repeatedly can upload 5 to 50 past hires with outcomes to build an org profile, which is applied as context in later analyses. Interview transcripts and notes can be pasted back in for a revision, and each revision carries a SHA-256 fingerprint. Decisions can be recorded as hired, rejected or pending, and the whole file exported as an audit-grade report. A Promote mode applies the same evidence discipline to internal readiness for a next role. The pitch is deliberately narrow: this is a screening aid, not a verdict machine. Verdict states plainly that it reads only what is written and cannot assess how someone performs in an interview. Compared to per-seat recruitment suites, the pricing model is the differentiator, since credits are bought once and never expire.