Smarter hiring decisions. In minutes, at scale.

01 The Problem

The role has been open for six weeks. The pile is full. And your recruiter is about to spend another day clearing it.

Monday morning. 212 applications for one seat. She blocks the whole day, lines up twelve phone screens, and by 4 o'clock has exactly nothing. Three no-shows. Five who never read the job description. Four who talked a great game right up until the questions got specific.

Tuesday, she does it again. Multiply that by every location, every region, every open req, and you find where your hiring budget actually goes: interviewing people you were never going to hire.

Every location sets its own bar

One manager digs deep, another hires whoever shows up twice. Your brand is only as consistent as your least careful hiring decision.

Recruiter weeks vanish into dead ends

Screening calls, scheduling ping-pong, interviews that are over in the first two minutes. The most expensive hours in your talent budget, spent on people who were never close.

Unqualified candidates keep getting through

They interview fine. They start. Six weeks later a manager is writing up the separation and the seat is open again, except now it's peak season.

And now AI writes the resumes

The pile lies better than it ever has. Every application reads like your best hire, which means reading them tells you almost nothing at all.

02 What You Get

This is what hiring intelligence means.

Not another applicant tracker. Not a resume filter. A system that does the screening work itself, to your standard, and hands your people a decision that's already been earned.

Step 1

Optional

Dial in the role, in your own words.

Tell BrunoIQ what the job actually is, the way you'd explain it to a friend. It turns that into a sharp job description, and if you want them: KPIs for the seat, suggested SOPs, and a 30-60-90 roadmap for whoever you hire. Nobody else offers this. Use it or skip it, it's your call, and the rest of the system works either way.

Role configuration: a plain-English description of the job on the left, and the generated package on the right with a job description, KPIs, suggested SOPs, and a 30-60-90 roadmap

Step 2

Every applicant gets the exact same interview.

Everyone who applies for a role answers the same questions, in the same order, and is graded against the exact same parameters. No manager improvising on a Friday afternoon, no candidate getting an easier run than the one before them. That consistency is the whole point: when every applicant is measured the same way, the ranked list that comes out the other side actually means something.

The shortlist pipeline: candidates who cleared screening, ranked with overall scores, grades, and executive summaries

Step 3

Every name comes with a dossier.

Every answer is scored against your standard: your deal-breakers, your definition of good. The same rubric in Dallas, Denver, and Daytona, so an A means the same thing everywhere your name is on the door. Open any candidate and you get the whole file: the score, the reasoning written out in plain English, the honest gaps, and the follow-ups to ask live.

The Deep Intelligence Dossier: screening score, consensus executive summary, screen grades, and the reasoning behind every grade

Step 4

Your people have the final say. Every time.

Nobody is advanced or turned away by software. Marginal calls land in a queue where a human approves, escalates, or overrides, and every decision is signed and logged. Nothing is hidden either: your team can open every application, shortlisted or not, see the reasoning behind every call, and pull anyone back in that the engine passed on. It ranks. You decide.

The adverse-action review queue: candidates awaiting a human decision, each with per-question grades and written reasoning, plus buttons to approve rejection, run committee, or advance to the human interview

03 Free Sample Scorecard

See what your managers would see.

A real candidate scorecard from a real screen, anonymized. Not a brochure. The actual document your team would be making decisions from.

Written and interview scores, combined into one overall grade
Per-question grading with the transcript behind every score
How honest gaps get flagged instead of papered over
The follow-up questions the system tees up for your live interview

It's yours. Downloading now.

Nothing happened? Download it here.

04 Who This Is For

Built for organizations where one bad hire never stays one bad hire.

BrunoIQ is for you if

You run a franchise network or multi-location brand and your reputation rides on your least careful hiring manager
You're an enterprise organization making hundreds of hires a year across teams that each screen their own way
You need one hiring standard across the whole system, with evidence behind every decision
Your recruiters' time is worth too much to spend on unqualified candidates

It's not for you if

You run a single location and hire a few people a year
You want software to make the hiring decision for you
You're looking for the cheapest way to post a job ad

We deliberately keep BrunoIQ exclusive. We onboard a limited number of organizations at a time, and every one goes through a qualification call first. If we're not confident it will work for your hiring volume, we'll tell you that on the call.

05 Compliance

AI hiring is regulated now. Good. We built for that.

BrunoIQ was designed assuming a lawyer would read every claim, an auditor would trace every grade, and a candidate would have the right to know how they were judged. EEOC-aligned by design, and built to operate inside the state and city rules governing AI in hiring.

EEOCTitle VII · ADA · ADEA

Designed to align with EEOC guidance on AI selection tools. Grades come from job-related answers, never from protected characteristics, and every score can be produced and explained on request.

New York CityLocal Law 144

Built to support NYC's automated employment decision tool rules: independent bias audits, candidate notice before use, and published results. If you hire in the five boroughs, we walk through this on the qualification call.

ColoradoAI Act, SB 24-205

The nation's first comprehensive AI law treats hiring as a consequential decision, and so do we. Risk management, transparency to candidates, and a human accountable for every outcome are how BrunoIQ works everywhere, not just in Colorado.

IllinoisAI Video Interview Act · HB 3773

Candidates are told AI is used, told how it evaluates, and asked for consent before any recorded interview, in line with Illinois's video interview law and its Human Rights Act amendments on AI in employment decisions.

Everywhere elseNotice, consent, and receipts

Notice before screening starts. Opt-out honored, never held against a candidate. Transcripts retained behind every grade. We treat the strictest jurisdiction as the default, so you're not managing fifty versions of your hiring process.

Requirements vary by state and city, and they keep changing. Your jurisdictions get reviewed together on the qualification call.

06 Responsible AI

AI that knows its place.

A hiring decision changes someone's life, and the health of your business. Here's the line we never cross.

Humans make every decision

BrunoIQ grades and ranks. It has never advanced, hired, or rejected a candidate on its own, and your team can override any ranking, in either direction.

Grades come from words, not faces

Candidates are scored on what they said. Not appearance, not accent, not background, not video "presence."

A transcript behind every grade

Every score traces back to the candidate's actual answers. Nothing is a black box, to you or to them.

Consent first, opt-out honored

Candidates know they're in an AI-assisted process before it starts, and opting out is a right, not a red flag.

Read our full Responsible AI commitments →

08 See It On Your Own Role

Bring a role you're hiring for. Watch what comes back.

No slide deck. Tell us about a seat you're trying to fill right now and we'll configure it live, show you the questions it would ask, and walk you through a real graded dossier the way your recruiters would read it. Then you'll know exactly what you'd be buying. We onboard a limited number of organizations at a time, so this starts with a short qualification call. Enterprise organizations and franchise networks only.

Who we can help. Organizations hiring roughly 200+ people a year across multiple locations, teams, or franchisees. Below that, the economics don't work in your favor and we'll tell you so.

Got it. We're on it.

We'll review what you sent and reply within one business day to set up your walkthrough.

Straight answer: probably not yet.

At your hiring volume, BrunoIQ would cost you more than it saves you, and we'd rather say that now than on a call. We've kept your details and we'll reach out if that changes.

In the meantime, take the sample scorecard so you can see the standard, and write to us anytime if you want to talk it through anyway.