Frequently Asked Questions

It's simple: 1) Upload a job description, your notes, or even an AI meeting transcript. 2) Ratio drafts a Job Model with key weighted skills. 3) Create your interview stages and invite other interviewers. Ratio generates the questions and rubrics. 4) Your team runs the interviews and rates candidates. 5) Ratio produces a Candidate Scorecard and Match Scores for easy comparison.

We don't offer a self-serve free trial. If you want to see Ratio in action, book a demo and we'll walk you through a live working session using the job of your choice. If you want something hands-on without a subscription, the $499 Active Job + Consultation option gives you a complete structured interview plan and 90 days of access to run it in Ratio.

Start with one role. Upload the job details, review the Job Model, and tune the weights. Share the Interview Plan with your hiring manager, then run your first screen and review the Scorecard together. It takes minutes to set up.

Drafting a Job Model takes 1-2 minutes. Our AI provides a strong starting point based on decades of research, but you have full control to edit skills, adjust weights, and tweak questions. Most teams are ready to screen candidates in their first session.

Our Starter plan is $159/month billed annually, or $199 with monthly billing. Growth is priced at $479/month billed annually ($599 monthly), while Scale offers tailored, custom pricing. Choosing an annual plan gets you two months free! If you aren't ready to commit to a subscription, you can opt for the Active Job + Consultation package for $499, which includes 90 days of access.

Recruiter seats are for people who create and manage jobs, build interview plans, and own scorecards. Interviewer seats are for anyone who just needs to run interviews within those plans. Interviewer seats are unlimited and free on every plan.

No. We don't use per-candidate fees or credit systems. Your tailored package includes a set amount of hiring volume, so you know exactly what's included. If you consistently hire above it, we'll move you to a package that fits — no surprise per-unit charges.

Yes. Annual billing includes two months free compared with monthly billing.

Yes. Recruiter seats are one of the inputs we use to build your package around your actual team and hiring needs. Talk to us and we will tailor one predictable price with the seats and hiring volume you need. Interviewer seats remain unlimited and free.

The Ratio Model turns your inputs into three outputs: a Job Model (prioritized skills), an Interview Plan (questions and rubrics), and a Candidate Scorecard (objective ratings). This structure ensures every candidate is evaluated against the same criteria.

Yes, it is fully customizable. You can add or remove skills, adjust weights, tweak questions, and edit rubrics. The goal is to capture exactly how your team defines excellence for the specific role.

Yes. You create the model once and use it for every candidate in that pipeline. You can also clone and reuse Job Models for future openings of similar roles.

Ratio is a co-pilot, not an autopilot. The system drafts the plan and rubrics, but your team runs the interview and makes the final decision. Human judgment remains critical; Ratio just ensures that judgment is based on clear, structured evidence.

RATE runs in every round. The screening round keeps questions light and fast, is often recruiter-run, and uses four bare RATE anchors. Growth and Scale support later rounds with deeper questions like the ones a hiring manager asks. Those questions press harder on Trade-offs and Evidence, and Relevance adds one specificity floor so the interviewer knows what an empty answer sounds like.

Skills-based hiring evaluates a candidate's ability to do the work, not just their pedigree. It focuses on specific competencies rather than just past job titles or degrees. This approach is fairer, faster, and more accurate for spotting qualified talent.

It improves three things: accuracy, speed, and fairness. You get better hires because you're testing for relevant skills. You move faster by reusing structured plans. And you reduce bias by evaluating everyone against the same standard.

Ratio enforces three bias-reducing practices: asking everyone the same core questions, scoring against defined rubrics (not "gut feel"), and focusing on evidence. This structure helps teams judge ability rather than affinity.

Unstructured interviews vary by candidate and rely on intuition, and the research shows they're poor predictors of job performance. Structured interviews use consistent questions and scoring. The most recent meta-analysis (Sackett et al., 2022) found they're more than twice as predictive of job success as unstructured interviews, and the strongest predictor among all major hiring methods.

Specialized roles require deep evaluation that generalist recruiters often struggle with. Ratio provides domain-specific questions and clear "look-fors" (rubrics), enabling recruiters to screen technical or niche candidates confidently without being experts themselves.

Yes. The Interview Plan gives you the right questions to ask, and the Rubrics tell you exactly what to look for in a good answer. The Scorecard then lets you compare a candidate to the model and to other candidates to make a more objective recommendation.

Mis-hires often happen when requirements are fuzzy. By locking in the Job Model upfront and using a structured plan, you reveal gaps early in the process. No hiring method is perfect, but structured interviews are considered the best predictors of job performance.

Ratio integrates with 50+ ATS platforms — including Greenhouse, Lever, Bullhorn, Workday, and Ashby — through our integration partner Kombo, a SOC 2-compliant integration layer built for HR tech.

Yes. Candidate scorecards can be shared using a live link that will update as you complete and score additional interviews.

Ratio was built for busy teams of all sizes. For small teams, it provides structure without overhead. For enterprise teams, it ensures consistency across multiple hiring managers and high-volume pipelines.

Interview intelligence tools record and summarize live interviews (Gong, Metaview). Ratio is assessment-first: we help you build the structure *before* the interview, generating the questions and rubrics that drive the conversation.

No. Ratio empowers them. It gives recruiters expert-level tools - clear models, good questions, and defensible scores - so they can screen better and with more confidence, even for roles they don't know well.

All plans include email support. Growth and Scale customers get priority support with faster response times. Scale customers also get a dedicated Success Manager for onboarding and training.