Evidence-based hiring

The judgment layer of hiring.

Whatever you track candidates in, it knows where things stand. Giusim judges what the evidence actually says: every claim about a candidate is tied to a quote from the interview. Running live, used daily on real searches.

Challenge: prove it. "Score capped. Evidence contradicts claim." is a real screen from the product, not a marketing line. Watch it happen in the report on this page. Sustained

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Exhibit 01: Evidence reportIllustrative example

Sapir Insurance, exampleCandidate: Michal Baron

85 capped: contradiction on record

Rebuilt the claims process across 3 regions

I rewrote the playbook, then two other regions adopted itInterview, 41:12

Owns the hardest escalations herself, end to end

I stayed on the case until the client signed offInterview, 27:40

4 years leading the claims team

I stepped into the lead role about 8 months agoInterview, 12:47

Score capped: evidence contradicts claim

The line in the sand

Not an ATS.

An ATS tracks the process. Giusim judges the evidence. It sits beside whatever you already use.

The process, your ATS

Job postings
Pipeline stages
Candidate tracking
Status update emails

works alongside

The judgment, Giusim

Evidence reports
The living bar
Interview kits
The skeptic feed
Live hiring manager dashboards

The record

Hundreds of live evaluationsProduced in production, on real client searches.

Interview kit in ~100 secondsUp to 6 questions, 15 listen-for markers, 10 red flags.

Your clients never see each other's dataEvery client workspace is kept fully separate, verified on every software update.

The manager's latest word winsOlder emphasis fades over 45 days unless the hiring manager repeats it.

Deliberately absent: outcome percentages we have not measured. If a number is not on this page, we do not have it yet.

Requirements are not a frozen document

The bar moves. The JD does not.

Every hiring manager meeting updates the requirements record. Recent emphasis outweighs old emphasis. Precedence is explicit: decisions beat remarks, remarks beat addenda, addenda beat the original JD.

Exhibit 02: The living barIllustrative example

Role: Controller, Industrial Group, example

Hiring manager meeting, Apr 14"Big 4 background matters less than hands-on monthly close."

Hands-on monthly close HM decision

Big 4 background emphasis decaying, 42 days old

ERP systems depth

Team management

Recent emphasis outweighs old. 45-day decay. Decisions beat remarks beat the JD.

Conclusions get challenged, not archived

A built-in skeptic re-checks every conclusion.

Every new piece of evidence, a transcript, a decision, a new candidate, triggers a re-examination of what you already believe. Findings land in a learning feed before they blindside you.

Exhibit 03: The skeptic feedIllustrative example

"Strong ownership under pressure", held since Mar 3 Held

New transcript added: second interview, Noa Peretz

SkepticThe earlier conclusion rests on one incident from 2023. The new transcript describes escalating the same kind of incident instead of owning it. Re-examine.

About 100 seconds from role to interview kit. Hebrew or English.

Watch a kit get built.

A role-specific, candidate-specific interview kit: targeted questions, listen-for markers, red flags. Afterward, the transcript is assessed against the kit that was actually asked.

Exhibit 04: Interview kit generatorIllustrative example

Kit: Noa Peretz, Team Lead, Payments PlatformLanguage: English

Reading the bar
Mapping evidence
Drafting questions
Listen-for markers
Red flags
Assembly

Question 1 of 6Tell me about a production incident you ran end to end. What was your role from the first alert to the postmortem review?

listen for: personal ownership verbslisten for: postmortem follow-throughred flag: "we" with no "I"

Question 2 of 6Walk me through the last time a hiring manager changed the bar mid-search. What did you change the next day?

listen for: concrete next-day actionred flag: blames the process

Question 3 of 6Your strongest engineer wants to stop mentoring. What do you do in the first week?

listen for: retention vs role fit reasoning

Playback compressed. A real run takes about 100 seconds.

Exhibit 05: The fairness guardIllustrative example

Add evaluation criterion

Blocked. Accent is a proxy for origin and nationality, which are protected. This criterion will not be generated, saved, or scored.

Enforced in code, not in a policy doc.

Change the lens, keep the history

Same evidence. Different question.

Re-score the same candidate under a different fit profile. The new lens becomes the operative evaluation. The full score history is preserved.

Exhibit 06: Lens re-evaluationIllustrative example

91Strong fit

Deep incident ownership, quoted across two interviews

Delivers work independently, shown in the work-sample review

Prefers hands-on scope, stated directly

71Conditional fit: leadership evidence is thin and recent

Lead experience is 8 months, contradiction on record

Mentoring signals present but secondhand

Strong hands-on evidence remains, unchanged

History preserved: Senior expert lens, scored May 2. Team lead lens, scored May 9. Both evaluations are kept. The lens changes. The evidence does not.

The search that keeps paying

Not chosen is not the end.

Every search surfaces strong people who were not picked. Giusim keeps working them: each one is matched against your other open opportunities, with a ready-to-send anonymous post when you want to share them. One search, more than one placement.

Runners-up, matched againAutomatically compared against every other role you run.

Anonymous post, one clickA shareable, candidate-safe blurb for your network or your other hiring managers. Identity moves only with consent.

Built like it holds real careers

Guardrails in code, not in a policy doc.

Fairness enforcedA hard guard blocks any criterion touching age, origin, or other protected traits, including proxy signals like accent.

Isolated workspacesEach client is separated at the storage level. Cross-client moves require a fresh interview cycle.

57 checks before every updateData separation, privacy, login security, display. One failed check and the update does not go out.

Invite-only, 2FAAccess codes bound to email. Touch ID, an authenticator app, or an email code on every login.

Hosted in IsraelStored in Google's data center in Israel (region me-west1).

Invite-only, on purpose.

Running live. Used daily on real searches.

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