The Complete Structured Interview System
From job description to screening rubric in minutes. Ratio builds the hiring assessments that experts charge five figures to create.
See us turn your job description into a complete hiring model in a live working session.
Three Outputs That Work Together
Everything your team needs for structured screening—skills, questions, and evaluation criteria—generated from your specific job requirements.
A Skills Model Tailored to Your Role
Ratio reads your job description, notes, and transcripts like an experienced hiring consultant. It identifies 8-12 skills that predict success, not the 25 requirements someone copy-pasted from a template.
Each skill is categorized (hard skill, domain knowledge, or core competency), weighted by priority, and calibrated to the expected proficiency level. Junior roles get junior expectations. Senior roles get senior rigor.
Questions Designed to Surface Truth
Generic interview questions get rehearsed answers. Ratio generates questions with built-in scenarios and complications, designed to reveal how candidates actually think, not just what they've memorized.
Each question is matched to a skill and a question type (behavioral, situational, or applied knowledge) based on what's most effective for that competency.
Your team just ran a campaign that underperformed against projections. Leadership wants answers by end of day. Walk me through how you'd figure out what went wrong.
Know What Good Sounds Like
The hardest part of interviewing isn't asking questions, but knowing what to listen for. Ratio generates evaluation criteria for every question, formatted so recruiters can assess responses in real time.
Each criterion is specific and observable. No vague "demonstrates strong communication." Instead: concrete signals a recruiter can check off while the candidate is still talking.
Works With Whatever You Have
Perfect documentation doesn't exist. Ratio is built to work with the messy reality of how hiring actually happens.
Job Descriptions
The obvious starting point. Ratio parses requirements, responsibilities, and qualifications, filtering key info from boilerplate.
Hiring Manager Notes
The unstructured thoughts your hiring manager jotted down. Ratio treats these as high-priority signals that override generic JD language.
Intake Call Transcripts
The gold standard. Upload a transcript from your AI meeting recorder, and Ratio extracts the priorities, context, and nuance that never made it into the JD.
How They Work Together
When you provide multiple inputs, Ratio synthesizes them intelligently. Notes and transcripts take priority over JD boilerplate. Contradictions get resolved in favor of the more specific source. The result is an assessment that reflects what your hiring manager actually wants, not what someone wrote six months ago.
Assessment-Grade Output
You have the final say and can edit skills or questions, but Ratio's models aren't rough drafts that need heavy editing. They're designed to be used immediately by recruiters, hiring managers, and anyone else on your team.
Linguistically natural
Questions sound like a smart colleague asking, not a policy document. We actively filter out corporate jargon and AI-sounding phrasing.
Recruiter-friendly
Evaluation criteria are formatted for scanning during a live call. Signal phrases are short. Details are concrete.
Calibrated to seniority
A junior role doesn't get senior-level trick questions. Expectations scale appropriately.
Legally defensible
Structured, job-related, consistent across candidates. The foundation of interview compliance.
See It In Action
The best way to understand Ratio is to see what it builds for a role you're actually hiring.
Bring one open role. We'll build the hiring model live so you can see exactly how it works.