# 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.

[Try Demo](/content/try-now/index.html) [Sign Up](https://app.aperturehq.org/register)  
Free to try • No credit card • Instant setup