Hire the best humans at superhuman scale

Anything north of about 100 candidates per open position, or roles you hire for on a recurring cadence: retail associates, contact-center reps, warehouse and ops, hospitality front-line, CNAs, BDRs, campus and new-grad pipelines, staffing-agency hourly reqs. If one req pulls more candidates than your team can phone-screen in a week, you're in high volume territory.

Volume doesn't kill quality on its own. Opaque screening does. When your only tool is 'AI picked these 50,' you're one candidate question away from an answer you can't defend. Truffle stacks three layers of evidence (resume, one-way video, talent assessment) scored transparently against your criteria, so quality isn't a trade-off you make against speed.

An ATS stores applications and moves them through stages. Truffle screens them. AI Match, AI Summaries, and Candidate Shorts give you evidence to act on inside the ATS workflow. Truffle connects to ATS platforms like Greenhouse, Lever, Workable, and Breezy HR through Zapier or our REST API, and to any other system by CSV. Most teams keep their ATS and add Truffle as the screening layer.

A well-configured Truffle interview sits at roughly 10 minutes for the candidate. Teams running Truffle at high volume see typical completion rates in the 60-80% range when Candidate Reminders are on at 24 and 72 hours. Completion is also a signal. A candidate who records thoughtful answers is self-selecting for intent.

You define the criteria at intake: must-haves, nice-to-haves, what success looks like in the first six months, what helps people thrive on your team. AI analyzes each response and produces a match percentage per candidate with reasoning per criterion. AI surfaces the evidence. You make the call. Scoring is transparent and the same for every candidate.

Yes. Share your Position Link anywhere, or use CSV Bulk Invite to upload an ATS export or recruiter list and send branded invitations in one action. Direct Invite supports tracked one-by-one invites when you want a record of who was invited and who completed.

Usually about 10 minutes from a job description. Paste your JD, accept or edit AI-suggested questions, add your branding, share the link. No implementation project, no vendor onboarding, no IT ticket.

Yes. Many teams start with one-way video interviews or resume screening and layer on talent assessments later. Each layer stands on its own. You configure which layers apply per position.

Your Candidate Dashboard puts every candidate in one view, sortable by status, Match score, team rating, and date applied. Completion rates and drop-off are the metrics most volume teams watch, and both are visible at a glance, so the bottlenecks in a high volume funnel are easy to spot. AI Summaries surface the key insights per candidate, and Collaborative Evaluation aggregates team ratings and notes into one consensus view. Truffle is not a business intelligence suite. When you want deeper analysis, Candidate Export sends the underlying candidate data to your own spreadsheets or reporting stack.

Small teams running high volume with nobody to hand the pile to: the founder, GM, or franchisee who posts the role and gets hundreds of candidates overnight, plus small owner-run staffing agencies filling hourly reqs for clients. The pattern is high-application, low-signal roles: retail and hospitality front-line, contact-center and customer support, warehouse and operations, healthcare frontline, BDR and SDR pipelines, campus and new-grad cohorts, and seasonal surges. Across this kind of bulk hiring, you save 20+ hours per role and cut early-stage screening time by roughly 70%, with the same branded, consistent experience for every candidate.

Truffle is a control tower for inbound applications. One Position Link is the front door, so every candidate enters the same workflow and the same branded candidate experience no matter where they applied: job boards, careers page, social, QR codes, or referrals. Qualification Questions work as knockout questions that filter for must-haves in the first 30 seconds. The Candidate Dashboard then holds the full talent pool in one place, and Candidate Filtering narrows it by Match score, status, or date. Hiring managers get read-only Candidate Sharing links, so they review without a seat or a login.

Every candidate is scored against the same criteria you define, applied the same way across your whole talent pool and the rest of your talent pipeline. The same questions, the same rubric, the same evidence required per criterion, whether you are on the 5th candidate or the 5,000th. Truffle will not claim to remove bias, because no AI can, and any tool that promises bias-free hiring is overselling. What consistent, structured screening does is hold one bar for everyone and show the reasoning behind every score, so you can defend each advance and each pass. Artificial intelligence surfaces the evidence. You make the call.

The repetitive parts. AI-powered candidate screening scores resumes and one-way interview responses against your criteria, with reasoning on every score. Candidate communications run on their own: branded invitations, customizable email templates, and Candidate Reminders at 24 and 72 hours. CSV Bulk Invite handles bulk processing of ATS or recruiter lists. For workflow automation, a Zapier Interview Completed trigger event can post to Slack, move a stage in your ATS, or write to a Google Sheet. Because interviews are one-way, there is no scheduling to coordinate. What Truffle does not automate is the decision.

Yes, as a screening layer you add without replacing any tools. The Integrations Hub connects Truffle to ATS platforms like Greenhouse, Lever, Workable, BambooHR, JazzHR, Breezy HR, and Recruitee through Zapier or our REST API, with webhooks for live data flows into your existing workflows. Already on an enterprise system like Workday, SuccessFactors, iCIMS, or Oleeo? Push candidates in with CSV Bulk Invite and pull screening results back out with Candidate Export or the API. No rip-and-replace, no IT project.

You design it per position. Choose which layers apply, from resume screening to one-way video to assessments or any combination, and set the criteria and qualification parameters at intake. Tune thinking time, retakes, and reminder timing. Interview Branding gives candidates a tailored experience in your colors and logo. Found a setup that works? Duplicate the position to reuse it, then connect trigger events through Zapier so the rest of your stack stays in sync.

Plans start at $49/month (Starter), credit-based. One shared monthly pool of credits across resume screening (1 credit), assessed candidates (2 credits), and one-way interviews (5 credits), with credits rolling over on Core and up so you can hire in bursts. Unlimited positions, unlimited team members, every AI feature on every plan. A Custom plan is available for higher volume and priority support. 7-day free trial, 30 credits, no card.