For recruiters
Hire right. Move forward faster.
Find candidates whose verified abilities, ambitions and ways of working align with what your company genuinely needs. The wrong hire fills a seat — the right hire moves the company.
Describe the role
what good looks like
We do the homework
structured conversations
Receive understanding
strengths + proof + gaps
Meet & decide
reasoning attached
- 100%
- of recommendations keep a permanent record of how they were reached
- 0
- unexplained claims on any shortlist
- 1
- conversation per candidate — not one per employer
- ~42 days
- median time-to-fill today (SHRM) — context is how it shrinks
Workflow
From brief to shortlist
Three steps, no new tool to learn.
Describe success in plain language
What the role really needs. PhiRight shapes the right conversation for the seniority and craft involved — never one fixed questionnaire.
PhiRight does the homework
Candidates have their structured conversation once. Everything learned is written down as it happens, with a permanent record behind it.
Meet only the well-understood
Your panel meets candidates whose strengths are already demonstrated — each shortlist entry cites the moments behind its assessment.
What you receive
Understanding, not adjectives
A sample entry from a candidate's profile. Sample data shown.
Commercial strategy
Verified“We killed the enterprise tier when expansion revenue flatlined…”
09:31
FAQ
For hiring teams
How is this different from an agency?
Agencies sell hours at 15–20% of first-year salary. PhiRight is priced like software plus a modest success fee — and every recommendation arrives with its reasoning, not just a name.
Can we trust what we receive?
Yes — because you can check it. Strengths arrive with the actual moments that demonstrate them, honest gaps are named rather than buried, and every evaluation keeps a permanent record of how it was reached.
Does this replace our applicant tracking system (ATS)?
No. PhiRight prepares candidates before they reach your funnel; records and shortlists flow straight into whatever pipeline you already run.
You don't need more candidates. You need the right one.
Describe the role in minutes. Meet candidates who arrive understood.