Clarity reduces noise.
Clarity increases impact.
Hiring Compass externalizes what a hiring leader actually wants — before the first resume lands. A living calibration system, not a static rubric.
Clarity reduces noise. Clarity increases impact.
The earliest spark was a Sourcing Brief Translator, built for Brand Studio — a way to turn a hiring leader's preferences into language a sourcer could actually act on. That small tool kept pulling at a bigger thread: what if the translation didn't have to happen by hand, every time, for every search?
High volume with no time to assess. Calibration inconsistency across PEs. Applicant-vs-source duplication. Cross-functional misalignment. Bottlenecks on PE availability. No institutional memory. Hiring Compass was designed to solve all six at once — before there was any performance proof it would work.
Each capability maps directly to one of the six problems above. Click any node to see what it does, why it exists, and the command that activates it.
Every hiring leader gets a two-file profile: preferences, hard filters, and calibration history — plus a scoring skill that knows how to evaluate candidates against that history. When the hiring leader is unavailable, their judgment isn't lost. When a role reopens, the profile is already seeded.
This is what actually happens between a candidate landing in the pipeline and a recommendation reaching a hiring partner.
This is a sanitized reconstruction of an actual Hiring Compass scorecard's architecture — every candidate scored returns a structured recommendation in this format, with the disclaimer already built in.
Strong Yes. Systems-first orientation with clean modern brand aesthetics — exactly the signals this hiring leader has marked as top priority. Portfolio shows sustained depth across brand systems and scalability, not just execution polish. Probe AI fluency in production before advancing to screen.
Hiring Compass didn't stop at scoring individual candidates. The same evaluation logic became the foundation for something bigger — a way to centralize what an organization knows about its own hiring.
Calibration isn't a one-time setup. It's a loop that runs every time a hiring leader reacts to an output.
Bri didn't just build functionality — the system shipped with onboarding, documentation, commands, and a live demonstration model so any Invite Partner could pick it up.
In observed use, a 25-resume review that once took roughly 60 minutes now takes about 7–8 minutes — around 87% less review time, or 7.5–8.5x more throughput.
These are observed working comparisons from real searches, not controlled scientific benchmarks.
Building Claude skills for application reviews with Bri helped us create a shared brain so much faster. We were able to externalize and align on our candidate criteria, and get calibrated on the role with lightning speed. It made the application review process so much smoother. The shared skills also helped me avoid bias and inconsistency in reviewing applications—it reminded me of the skills and experience we'd previously decided was most important for the role.
Hiring Compass eventually changed how I think about recruiting altogether, and helped inspire brimajors.studio itself.