Aperture is the Decision Intelligence Layer.

We sit between your ATS and your hiring team, conducting structured behavioral assessments, scoring across six dimensions, and delivering a ranked shortlist your team can act on immediately.

Where Aperture Fits In.

With your existing ATS or no ATS, use Aperture's:

  • Job Board / ATS: LinkedIn, Greenhouse, Ashby, Lever
  • Aperture Intelligence
  • Behavioral Assessment
  • Scoring
  • Ranking
  • Your Hiring Team: Final Interviews, Decisions, Offers

How the Intelligence Actually Works.

Click through each stage to see what happens between an application arriving and a score being assigned.

  1. Role Context Ingested
    Aperture reads the job description, required skills, and any role-specific signals you define. The interview adapts its question bank to the role.

  2. Opening Questions Asked

  3. Adaptive Follow-Up

  4. Bayesian Scoring

  5. Pool-Relative Ranking

Step 1: Role Context Ingested

Six Dimensions: Honest Uncertainty.

Every interview is scored across six behavioral dimensions on a 10-point scale. Each score comes with an 80% credible interval which captures genuine uncertainty rather than false precision.

Statistically indistinguishable candidates are flagged. Rank 9 vs. rank 11 is often noise, not signal.

Dimension Score Credible Interval Reliability
COG 6.4 [5.9, 6.8] Moderate
DOM 5.8 [5.2, 6.3] Low
COM 6.7 [6.3, 7.0] Moderate
BEH 6.1 [5.6, 6.5] Low
COL 5.3 [4.8, 5.7] Low
ADP 6.5 [6.0, 6.9] Low
  • σ-10 composite
    P(top 5%) = 91.2%
    6.21 [5.82, 6.54]

Why It Actually Works.

Behavior Predicts Performance.

Behavioral interview methodology consistently outperforms unstructured interviews in predicting job performance. We apply it at scale.

Consistency Removes Bias.

Every candidate answers structurally equivalent questions. The AI doesn't notice names, accents, or employment gaps. Every shortlist is built on the same evidence base.

Uncertainty is Information.

A single score collapses real information. Our credible intervals tell your team where to dig deeper, and flag when two candidates are statistically indistinguishable.

Pools Update Continuously.

As more candidates interview, the posterior updates. A candidate who joined early may rank higher or lower as the pool sharpens. The shortlist earns its ranking.

Hire for What Actually Matters.

Stop filtering on keywords. Start evaluating behavior, depth, and real capability.

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