AI recruitment software, built around your brief

A clear workflow from brief to review

Set the direction with the role, target companies and markets. The brief gives candidate research a purpose: understanding which experience could be relevant to the work. Vettara connects that research to the requirements your team has agreed.

The next step is to examine the context. A regional title may suggest useful experience, while team size or direct responsibility still needs clarification. Keep those distinctions visible when reviewing potential candidates. A useful handoff gives the reviewer a reason to explore someone and a clear question to pursue.

For teams that need to explain a shortlist

Evaluate Vettara if your recruiting or executive search team needs to connect candidate research with a specific mandate. It is especially relevant when the hiring conversation depends on the substance of someone's experience: what they led, the context they worked in and the requirements still to establish.

Bring the recruiter and the person reviewing the shortlist into the demonstration. Each should be able to follow the same brief and explain what the research supports. Use that shared understanding to judge whether the workflow fits your team.

What to examine in an AI recruitment app

Test the product with a role your team understands. Choose a few requirements that need context, then follow how the research connects a potential candidate to each one. Compare the result with the information your reviewers need to decide whether to continue.

• Brief alignment: does the research reflect the agreed responsibilities and scope?
• Supporting information: can your team examine the reason for a possible fit?
• Open questions: is it clear which details still need confirmation?
• Review quality: can the hiring team explain its next step using the research?

Does an AI recruitment app make hiring decisions?

Vettara supports candidate sourcing and research. Your team assesses suitability and makes the hiring decision. Relevant career information provides a starting point for assessment; it does not establish a person's interest, availability or suitability by itself.

Use the research to prepare a better conversation. Review the supporting details, challenge interpretations and decide what you need to confirm with the person. Keep responsibility for the next step with the people running the recruitment process.

How does Vettara fit alongside our hiring system?

Start with the part of your process you want to improve. Vettara's focus here is candidate research and preparing information for shortlist review. In a demo, examine how that work would fit the way your team already manages applications, interviews and candidate records.

Bring your intended handoff and ask to see the current features involved. The related guide on sourcing software and applicant tracking systems provides a fuller comparison for teams evaluating that boundary.

What should we bring to a demo?

Bring a nonconfidential brief with the role's responsibilities, expected outcomes, target companies or markets and the questions your team needs to resolve. Choose a reviewer who can explain what useful candidate context would look like.

Ask to follow the work from the brief through candidate research to review. That gives you a concrete way to evaluate Vettara for your next search and discuss the steps your team would take after receiving the research.

Bring your next role into focus

Explore Vettara with a brief your team knows.