Your shortlist should already be verified.
Structured Evaluation. Human Control.
Set your criteria once. Every candidate is evaluated consistently: position fit, experience requirements, culture alignment, before anyone reaches your calendar.
Every company that signs up gets a call with us to set up their first pipeline.
Hiring Quality Breaks Before Interviews Begin.
Most hiring problems are discovered in the interview room, and they could have been caught earlier. Salary misalignment, location conflicts, inconsistent screening, and overestimated skills cost founders weeks of time and months of runway. A single mis-hire at a startup costs an average of 3 to 6 months of operating runway.
Traditional applicant tracking systems organize applications. They don't evaluate candidates.
Evaluation Infrastructure. Not Just an ATS.
Hired by Noon is built around structured evaluation, not application storage. We do the hard work and you approve.
- Position fit
- Culture fit
- Technical fit
- Personality
You define what good looks like for each role: requirements, salary range, culture criteria. The pipeline evaluates every candidate against those standards, automatically, before they reach you.
Video Questions. AI Evaluation. Your Decision.
You define the criteria. Candidates respond. AI evaluates every submission consistently.
Define role requirements and culture criteria first. AI proposes the screening questions based on what you've set. You approve or modify them. Setup takes minutes, not weeks.
Evaluation That Sharpens With Every Stage.
As candidates move through the pipeline, each response tells you more about this candidate. Position fit, video assessment, culture alignment, every stage updates a unified fit score automatically. You define the criteria. The system scores every candidate against them the same way.
By the time a candidate reaches you, the picture is already clear.
Your Hiring System Compounds Over Time.
Every candidate who moves through your pipeline builds a structured profile: assessment results, fit signals, and scoring history across stages. Over time, this creates a comparable dataset of evaluated candidates.
When you open a new role, you can review previously evaluated candidates before sourcing externally. Strong matches may already exist in your pipeline.
Fully Customizable Before You Go Live.
AI can draft the entire pipeline from your job description in minutes. You review and adjust every requirement, scoring criterion, and evaluation stage, or build everything manually. No locked workflows. No structural limits.
Transparent Automation. Full Control.
Automation handles requirement checks and scoring. You define the criteria and make final decisions. The reasoning behind every score is visible at each stage. No black-box decisions.
Built for Teams Hiring Seriously.
Founders who need a shortlist, not a stack of applications to review. Talent leads who need consistent evaluation across multiple open roles. Hiring managers who want to start interviews with candidates who already demonstrated fit.
Frequently Asked Questions
What is Hired by Noon?
Hired by Noon is an automated hiring platform with a special focus on tech startups. Unlike applicant tracking systems that store and organize resumes, Hired by Noon runs candidates through a multi-stage automated pipeline: evaluating position fit, culture alignment, and relevant skills based on criteria your team defines. Companies receive a verified shortlist instead of a stack of unscreened applications.
Does Hired by Noon replace human decision-making with AI?
No. AI supports the evaluation: it checks the requirements you set, scores responses against your criteria, and shows the reasoning behind every score. A person on your team makes every rejection and hiring decision. You choose, stage by stage, whether candidates move on automatically once they complete a step or wait for your team to review them.
What are Open Applications?
Open Applications is Hired by Noon's always-on pipeline feature. Instead of only accepting candidates when a role is open, companies maintain a live evaluation pipeline year-round, building a pool of pre-evaluated talent to search when a new role opens. This reduces time-to-hire and dependence on external sourcing.
Can candidates be automatically rejected?
No. AI scores and assessments inform your team, and a person makes every rejection decision. If a candidate doesn't meet a requirement you've marked as mandatory, such as a CV, the countries you hire in, or the top of your salary range, their application is flagged for your review instead. They stay where they are, aren't moved forward, and aren't sent a rejection. You decide whether to keep them or reject them.
A Verified Shortlist. Before the First Call.
Set your criteria. Run the pipeline. Review candidates with the evaluation already done.