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Cutting Noise: Scorecards with Receipts
How transcript-backed rubrics speed yes/no decisions.
End-to-End
Recruiting System
TRS is a Recruiting OS that blends AI with human expertise to deliver faster cycles, clearer signals, and better hires.
1
KickoffWe extract the real job. Must-haves. Soft signals. Red flags. Nothing gets lost in translation.
What we do:
- •30-minute discovery call to understand your role requirements
- •Extract and clarify must-haves and soft signals from your input
- •Immediate broadcast to our candidate network for quick fits
- •Competitive intelligence and market mapping
2
SourcingBooleans. Sales Navigator. X-ray. Warm intros.
What we do:
- •Boolean search optimization across LinkedIn, GitHub, 30+ sources
- •LinkedIn automation with personalized messaging
- •Passive candidate identification and engagement
- •Warm introductions through trusted networks
3
Data EnrichmentResumes, LinkedIn, Transcripts. Structured. Searchable.
What we do:
- •Resumes, LinkedIn, Transcripts, parsed into structured data
- •Translate messy resumes into consistent, side-by-side profiles
- •Compensation benchmarking and market analysis
- •Data stored and searchable for future roles
4
AI ScoringRole rubrics. Evidence-backed scores. Human-driven. AI-supported.
What we do:
- •10-point custom rubric tailored to your specific role
- •100-point candidate score tied to source text evidence
- •Technical competency and cultural alignment evaluation
- •Early reference and background checks surfaced for review
5
Human ReviewWe read. We listen. We adjust. We add judgment.
What we do:
- •Comprehensive candidate brief with scores and insights
- •Interview transcripts and key conversation highlights
- •Salary expectations and negotiation guidance
- •Only top 10% of candidates reach your desk
6
Client DeliveryClean candidate reports. Relevant tags. Notes and next steps.
What we do:
- •Candidate reports with context that feels like you interviewed them yourself
- •Interview outcome tracking and analysis
- •Candidate experience monitoring
- •Salary context and negotiation levers in every report
7
Feedback LoopYour feedback sharpens the process. AI learns, humans refine. Each shortlist gets stronger.
What we do:
- •Weekly search strategy optimization and continuous calibration
- •Real-time feedback collection after each submission
- •AI model training based on successful placements
- •Market insights and competitive intelligence updates
- ✓50,000+ Candidate Network
- ✓30+ Years of Experience
- ✓1 Process that Works
Recruiting tools are broken. Siloed. Not intuitive.
Our process works. Smart tools + selective AI = better hires.
Trusted by:
"TRS gave us finalists in 5 days. Faster than our internal team. Filtered down from 250 candidates."— Abby W. HR Executive
Who TRS is built for
From recruiting agencies to high-growth startups — we adapt to your unique hiring challenges.
Agencies that need to level up
Recruiting agencies that want to modernize with AI + automation, but don't have the tech or playbooks.
In-house recruiters who want the full stack in one place
Corporate recruiters who want sourcing, pre-screening, candidate communication, and reporting streamlined.
Companies without recruiters
Founders, execs, or small teams that can't justify a full-time HR/recruiting hire but still need hires made quickly.
Large enterprises with urgent staffing needs
Big orgs that need dozens of people staffed fast, but want the process to stay structured, data-driven, and candidate-friendly.
Founders / execs hiring their first key roles
No existing recruiting process or infrastructure, high stakes, and no margin for error.
High-growth companies scaling multiple roles at once
Series A–C companies where hiring is a bottleneck—sales, engineering, or security teams that all need headcount yesterday.
Teams under pressure after a departure or new contract
Unexpected attrition or new client work that requires fast backfill or project-based staffing.
Companies drowning in inbound applicants
Anyone posting jobs on LinkedIn or Indeed who gets hundreds of resumes but has no way to separate signal from noise.
Simple, aligned pricing
Simple rules
•No setup fees.•Clear exit.•We pause if we cannot add value.
Most Popular
Pre-Screening as a Service (PSaaS)
- •Parse resumes and profiles automatically
- •Score candidates with AI against your job requirements
- •Human recruiters validate every score and add context
- •Deliver shortlists of qualified, decision-ready candidates
- •Recalibrate weekly based on your feedback
Contract Recruiting
- •A dedicated recruiter embedded with your team
- •Weekly sprint plans with clear priorities
- •Candidate shortlist delivered on schedule
Executive Search
- •Incentives aligned to successful long-term hires
- •Deep market mapping to surface the right talent
- •Hands-on management of finalists through the offer stage
FAQ
Why not just use another recruiter?
Because most recruiters spam LinkedIn. We built a system that actually closes hires.
Why not just use an AI tool?
Tools don't close hires. We use AI where it helps, but humans make the calls.
Are you a recruiting service or a product?
We are both. Or one or the other. Whatever you need. Some clients use us as their recruiter. Others plug us in like software. The OS works either way.
How fast is "fast"?
Shortlist delivered in under one week with detailed candidate reports.
Can we start small with just PSaaS?
Yes. Many do. It's the cleanest way to cut noise before we scale into full recruiting.
What if our hiring bar is super specific?
Good. Specific beats vague. Give us the signals and we'll find them.
Do you replace our ATS?
No. We plug into it or run parallel. Your data stays intact.
Will candidates feel like they talked to a bot?
No. We use AI to prep, not to hide. People talk to people.
What if this doesn't work?
We pivot or pause. No drama. No long contracts. No excuses.
Who we work best with
Find people others miss
AI-boosted Boolean + targeted outreach to find top talent others miss.
Score What Matters
10-point custom rubric tailored to your role, not generic checklists.
See the tradeoffs fast
Candidate briefs with scores, transcripts, and context for quick yes/no.
Stay Hands-On
Your preferences guide the search; we adapt in real time.
Built for Growth
Systems that scale with your team — from one hire to a full department.
From intake to offer in days
From intake to offer quicker with fewer wasted interviews.
What sets us apart
Why companies choose TRS over traditional recruiters and AI sourcing tools:
- 35+ roles closed across AI, security, and GTM
- Avg time to shortlist: <7 days
- Backed by repeat clients and referrals
Other AI HR stops at names — we deliver decision-ready candidates.
| Traditional Recruiter | TRS |
|---|---|
Candidate quality Unvetted resumes and keyword matches | Candidate quality Decision-ready candidates with scorecards and context |
Speed Weeks between outreach and submission | Speed 2–3x faster cycles with continuous sourcing + automation |
Cost High retainers + % fees | Cost 50% lower than agencies with flexible models |
Level of vetting Basic resume screen | Level of vetting AI + human review of 100% of candidates |
Learning from outcomes Static process, no feedback loop | Learning from outcomes System learns from hires and failures to improve every week |
Candidate quality
Traditional Recruiter
Unvetted resumes and keyword matches
TRS
Decision-ready candidates with scorecards and context
Speed
Traditional Recruiter
Weeks between outreach and submission
TRS
2–3x faster cycles with continuous sourcing + automation
Cost
Traditional Recruiter
High retainers + % fees
TRS
50% lower than agencies with flexible models
Level of vetting
Traditional Recruiter
Basic resume screen
TRS
AI + human review of 100% of candidates
Learning from outcomes
Traditional Recruiter
Static process, no feedback loop
TRS
System learns from hires and failures to improve every week
Testimonials:
Trusted by founders, hiring managers, and security leaders.
Hector G.
People Operations at Buzz Solutions
“Best recruiter I have worked with”
Joe
Red Team Engineer
“I feel great about the role — recruiting heroes”
Brandi
CISO
“The best match I’ve had so far”
Alex
Security Advisor
“The first time a recruiter actually panned out”
Matt
CEO
“The best recruiter relationship we’ve had”
Newsletter
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Recent Issues
PSaaS in Practice
What a one-week screen looks like, end-to-end.
Finding the People Others Miss
Boolean + sourcing patterns that actually work.