Frequently Asked Questions

It's simple: 1) Upload a job description or intake notes. 2) Ratio drafts a Job Model with key weighted skills. 3) The system generates a complete Interview Plan with questions and rubrics. 4) Your team runs the interview and rates candidates. 5) Ratio produces a Candidate Scorecard and Match Score 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. If you want something hands-on without a subscription, you can start with our $349 one-time Active Job + Consultation option.

Start with one role. Upload the job description, 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.

Starter is $199/month or $159/month billed annually. Growth is $599/month or $479/month billed annually. Enterprise pricing is custom. If you are not ready for a subscription, you can start with our $349 one-time Active Job + Consultation option.

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

Never. You can screen 5 candidates or 500. We don't meter assessments or candidate volume. Pricing is based on recruiter seats and plan level, not applicant flow.

We integrate with leading ATS platforms including Greenhouse, Lever, Bullhorn, Workday, and Ashby. Growth and Enterprise plans are built for teams that need those workflows.

Yes. Annual billing saves 20%, which is the equivalent of two months free compared with monthly pricing.

Yes. Growth plans can add more recruiter seats for $39 per seat per month. If you need broader seat or workflow customization, we can tailor an Enterprise plan.

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 save models to your library to clone and reuse 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.

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 a good answer sounds like. The Scorecard then guides you on how to weigh those answers to make a recommendation.

Mis-hires often happen when requirements are fuzzy. By locking in the Job Model upfront and using a structured plan, you surface gaps early in the process. The objective Match Score makes risks explicit before you make an offer.

Ratio integrates with 30+ leading ATS platforms including Greenhouse, Lever, Workday, Ashby, and Bullhorn. ATS integration is included in our Growth and Enterprise plans.

Yes. Ratio is built with enterprise-grade security. All candidate data is encrypted in transit and at rest. We are SOC 2 Type II compliant and GDPR-ready. You own your data and can export or delete it anytime.

Yes. You can export Candidate Scorecards, Match Scores, and Interview Plans as PDFs or CSVs. All your assessment data remains accessible and portable.

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 faster and with more confidence, even for roles they don't know well.

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