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 offer something better: a free, live model-building session. Book a demo, and we'll create a complete hiring model for one of your roles together—then give you full access to use Ratio for that search indefinitely, no strings attached.

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.

Ratio starts at $99/month for the Starter plan (3 active jobs) and scales to $399/month for the Growth plan (5 active jobs + ATS integration). Enterprise plans are custom-priced for teams hiring at volume. See our pricing page for full details.

An Active Job is a role you're currently screening candidates for. You can create models, run assessments, and compare candidates for that role. Once you fill it, archive it to free up a slot for your next hire. We don't charge for closed or archived jobs.

Never. You can screen 5 candidates or 500—we don't meter assessments or candidate volume. Our pricing is based on the number of roles you're actively hiring for, giving you predictable costs regardless of your applicant flow.

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, which predicts job success at a low rate (correlation ~0.20). Structured interviews use consistent questions and scoring, more than doubling predictive accuracy (correlation ~0.51).

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.