SquarePeg adds company context to each role in a candidate's work history, so nobody has to look it up, and so your scoring criteria can use it.
Write criteria like "experience at a venture-backed startup" or "has worked at a public company", and SquarePeg checks them against real company data, not just what the candidate wrote.
Each past employer comes with a description, industries, year founded, employee count, public or private status, revenue and latest funding, plus a short summary of the role. Use it while reviewing and in your scoring criteria.
Resumes go stale. SquarePeg can add roles that started after someone applied and update end dates, so past applicants are evaluated on where they are now. Available on request.
Identify applicants who have provided an invalid phone number or LinkedIn profile, have limited LinkedIn connections, or a recently created LinkedIn despite an extensive work history.
Recruiting teams use SquarePeg to spend their time on the right applicants, catch fake candidates early and get more out of the ATS they already pay for.
As an AI company, SquarePeg gives us a lot of credibility. It has saved us so much time on screening and improved quality of hire.
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Connect your ATS and SquarePeg scores your applicants, flags suspicious candidates, resurfaces past applicants and finds new ones, with the evidence behind every score. Credits work across every feature, there are no seat fees, and rescoring is always free.
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