How OpenSeat fits into your hiring workflow.
From raw applicant list to interview shortlist — without opening every resume first. OpenSeat can process thousands of applicants in a day and surface qualified candidates for focused review.
Focus your team on qualified candidates.
Before OpenSeat, your team opened every PDF. Now, inbound applicants are automatically analyzed against your job description and sorted into review lanes -- so recruiters start with signal, not noise.
- Large applicant pools are grouped into review lanes
- Recruiters review a focused queue instead of the full pile
- Qualified candidates become available at a glance
Build a shortlist your whole team can trust.
Instead of "first to apply, first to interview," OpenSeat compares candidates against each other to build a calibrated leaderboard. Your team gets a ranked shortlist they can review, challenge, and align on.
- Candidates ranked by demonstrated skill and experience fit
- Hiring managers review a shared shortlist, not individual opinions
- Team consensus reached faster with consistent scoring
Decisions you can defend.
Every ranking comes with a plain-English explanation citing specific evidence from the resume. Your team can share rationales with hiring managers and keep a clear record of every decision across ATS stages, scorecards, AI rationale, notes, and workflow states.
- Plain-English rationales linked to resume evidence
- Shareable summaries for hiring manager review
- A clear record of stages, reviews, rationale, and decisions
- Built and operated distributed systems with on-call ownership.
- Hands-on experience with Postgres, Redis, and containerized deployments.
- Evidence of security-minded engineering (CSP, secrets hygiene, audits).
See how teams adopt OpenSeat.
Walk through the workflow on your own pipeline with a guided demo.