The comparison your client would build themselves, if they had the time: every standardized resume and every Career Bio, weighed against each other and against the posting, into one set of objective, data-driven recommendations — before they’ve spoken to a single candidate.
See PricingThe same two-layer discipline as everywhere else in AIDA — a score you can audit, plus a narrative you can read.
Every standardized resume is scored against the posting’s seven-layer keyword matrix, the same weighted layers AIDA uses on the job-seeker side — skills, seniority, industry, and more — so every candidate’s number is built the same way and can be checked line by line.
The score alone can hide a real mismatch behind a keyword coincidence, or bury a real match under an unusual title. AIDA reads each Career Bio against the posting in plain language and explains, in a paragraph, why the number is what it is.
Every analysis names what to press on in the interview — the honest gap, the ambiguous title, the answer that’s worth probing — so the panel walks in with a plan instead of a résumé.
All four candidates Cardinal Talent Partners put through Know Your Candidate for this posting, ranked and compared side by side.
| Candidate | Current Role | Score | Tier |
|---|---|---|---|
| Marcus Whitfield | Business Intelligence Manager, Callahan & Boyd Insurance | 91/100 | Best Match |
| Alex Rivera | Manager, Business Intelligence, Fieldstone Retail Group | 87/100 | Best Match |
| Priya Anand | Director of Analytics, Silverhart Consumer Group | 74/100 | Worth a Look |
| Dana Kowalski | Senior Data Analyst, Bristlecone Systems | 52/100 | Weak Fit |
Marcus’s current title already matches the posting almost exactly, and his mechanical score reflects that. The AI pass adds what the score alone can’t: he has led exactly one migration of the kind Northbridge Financial is planning for next year, mentioned in a single bullet on page four of his original resume — the kind of detail a manual read easily skips, and the reason he edges out a title match that’s otherwise a coin flip against Alex Rivera.
Dana’s resume mechanically scores higher than her tier suggests — her keyword match on tools and titles is decent. Her fit narrative flags the reason for the downgrade: a 14-month gap between two roles with no explanation offered anywhere in her materials, and inconsistent dates between her resume and her LinkedIn profile. Neither is disqualifying on its own; together, they’re exactly what a Hiring Panel Playbook is built to probe directly, rather than let surface in a rejection email after the fact.
AIDA compares every resume against the posting and against each other, and hands you the recommendation, not just the data.
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