For HR · Picked.ai

For HR & talent teams

We don't replace

the craft. We replace the deluge.

The hardest, most under-credited part of your work is not reading 200 CVs. It's the calibration conversation with a hiring manager, the offer negotiation that doesn't go sideways, the onboarding that means someone is still here in twelve months. We do the screening so you can do the people work.

If you're reading this because a manager already started

You're in the right place. This page is for you. Below: how Picked sits next to your work, what we don't touch, the legal pack you'll want, and the controls you can switch on org-wide.

What comes back to your week

Twenty-four hours, per open role.

14h

Inbound screening

Reading CVs, doing the recruiter screen, scheduling the recruiter screen. The part that scales linearly with applicants and never scales linearly with hires.

4h

Scheduling

Manager / candidate / panel calendars. We handle the AI first-round; you handle the on-site.

6h

Reporting

Pipeline, time-to-hire, source-of-hire, adverse impact. Surfaced live, exported in one click.

What you get back is exactly the part of your job no-one ever asks for more of.

Per role · per cycle

The line

Where we stop. Where you start.

What Picked does

✓
Syndicate roles
to 14 boards, structured-data-friendly
✓
Triage every applicant
against the role's must-haves
✓
Run the conversational screen
voice or chat, candidate choice
✓
Score the role-fit assessment
Neuroworx item bank
✓
Run the AI first-round interview
20 minutes, transcribed, scored
✓
Rank and recommend
three finalists, ranked rest, written reasons
✓
Surface adverse-impact drift
role-level, live

What Picked doesn't

·
Decide who to hire
a human at your company always does
·
Touch your offer letters
and never will
·
Run reference calls
this is a human conversation
·
Do the calibration with the manager
this is your craft
·
Handle the onboarding
we hand off to your HRIS at the offer
·
Manage internal mobility
out of scope · use your HRIS
·
Sell candidate data
not now, not ever. See Trust page

Admin controls

The org-wide knobs your managers can't override.

Workspace settings

app.picked.ai/settings/policy · admin only

n.oconnor@acme.co

Default retention

Candidate artefacts auto-delete after this period.

30 days

edit ↗

Data residency

Where candidate data is stored at rest.

EU-West (Frankfurt)

edit ↗

Adverse-impact monitoring

Pause syndication if 4/5 ratio drops below threshold.

On · ratio < 0.80

Manager-set rubrics

Can hiring managers edit the role rubric or only the must-haves?

Must-haves only

edit ↗

Per-role spend cap

Hard cap above which a role pauses.

$200 · editable per role

edit ↗

Candidate human-review SLA

How fast we respond to a candidate review request.

14 days

edit ↗

SSO

Single sign-on enforced for all workspace users.

Required · Okta

Per-role bias report emails

Sent to admins on every closed role.

On

Heads of people, on us

It is, surprisingly, the talent leaders who advocate hardest.

“For the first time in three years, I am not the person reading every CV at 10pm on a Tuesday. I get to do calibration, comp benchmarking, and onboarding. The actual job.”

HO

Head of people

Series A SaaS, 70 people

“I was sceptical. I'm not anymore. Our adverse-impact monitoring is better than what we had with the manual process, because it actually runs.”

VP

VP people

Series B fintech, 150 people

“My managers used to sneak around me with consultants and freelance recruiters. Now they sneak around me with Picked. I'd rather they use Picked.”

DO

Director of talent

Series A, 90 people

“We folded a £4,500/month recruiter retainer into this and got time back. The hires are at parity. The legal team didn't push back.”

CP

Chief people officer

Bootstrapped, 220 people

Objections, answered specifically

The six things you'll probably say first.

01

"Our hiring is part of our culture. AI can't do that."

Correct. We don't do the part of hiring that is culture. We do the part of hiring that is reading 200 CVs and doing 40 screening calls. Those are not your culture.

02

"We have an ATS already. This is duplicative."

It is not. Your ATS manages a pipeline you fill. Picked delivers a shortlist before the pipeline exists. If you keep your ATS, we feed finalists into it as candidates.

03

"My manager started using this without asking me."

We hear this often, and we apologise; the bottom-up motion is real. Request admin access (top of page) and you can switch on workspace-wide policy in fifteen minutes.

04

"Candidates will hate being interviewed by an AI."

A subset will. They can opt out, every time, and we route them to a human screen at the same cost. Eighty-three percent complete; of those, ninety-one percent say the experience was better than a human screen.

05

"What about LL144 / GDPR / EU AI Act?"

Pre-loaded answers on the Trust page. Annual independent audit, candidate opt-out, full audit trail, human-final decision. We will email your legal team the pack.

06

"We tried HireVue / Pymetrics / Eightfold. It was bad."

Those were assessment tools or sourcing co-pilots, not end-to-end hiring. We don't score on video. We don't score on faces. We don't score on names. See the "what we don't do" section on the Trust page.

Take the wheel

Be the head of people
who got there first.

or email people@picked.ai