Financial Analyst
Hybrid · Full-time
Hire on proven skills, not résumés.
Post a role, get a verified, anonymous pipeline ranked by ability, and reveal identity only when you both agree. Blind by design, built to detect and flag fraud, no ghosting, and every decision logged.
- Blind, skills-only screening
- Verified, fraud-resistant
- Compliance built in
Hire faster and fairer, with fraud flagged
Replace résumé screening with a verified, anonymous pipeline ranked on proven ability, with every decision documented.
Verified, with fraud flagged
Every talent proves their skills through a vetted assessment built to detect cheating, with identity assurance, so the score you rank on is real, not a polished résumé.
Blind by design
Your pipeline is anonymous: no name, photo, age, school, or past company reaches the evaluation. Screen on ability and stay defensibly fair.
Ranked by ability
A configurable composite score (test, interview, role-fit) ranks talent on what matters for the role. Below-threshold applicants are flagged for a human, never auto-rejected.
Faster time-to-hire
AI drafts the job post, generates the vetted assessment, and surfaces your strongest verified talent first, cutting weeks of sourcing and screening busywork.
A brand talent respects
Enforced zero-ghosting means every applicant gets a growth-framed report card. You build goodwill with talent instead of burning it.
Compliance built in
Blind evaluation, human oversight, and an immutable reveal-consent ledger give you documented records for the EU AI Act, NYC LL144, and Emiratization out of the box.
From open role to verified hire
One continuous, auditable flow — AI does the heavy lifting, your team makes every decision.
Post a role in minutes
Generate a job description with AI, choose the skills that matter, and set your composite-score weights (test, interview, role-fit). No sourcing busywork.
Talent proves their skills
Applicants take one AI-generated vetted assessment built to detect cheating, under the integrity layer. The résumé is replaced by a verified skills profile you can trust.
Review a ranked, blind pipeline
Verified talent is scored and ranked on ability alone, with no name, photo or background. Send job-specific tests or a text interview to your shortlist.
Advance and reveal on consent
Move talent forward and request an identity reveal at an allowed stage. Real identity and right-to-work unlock only with the talent’s consent, for your team only, logged.
Offer, e-sign, and hire
Send an e-signed offer to a verified person. Every declined talent automatically receives a growth-framed report card, so no one is ever ghosted.
See what you get before you sign up
Everything below uses sample data, so you can judge the output without creating an account.
A sample report card
Composite, test, interview and role-fit scores, strengths and growth areas, across six fields.
See the sampleThe same sample, as a PDF
A one-page-per-field PDF to share with your hiring team. Clearly marked as sample data.
Download the PDFAn interactive demo
Click through a ranked, anonymous pipeline and see how a consented reveal works.
Try the demo
Tune the scoring to fit the role
Every role is different, so the composite score is yours to shape. Adjust the weighting of the skills test, text interview, and role-fit, add job-specific assessments, and define the stages at which identity may be revealed.
- Per-role composite weights — no fixed, one-size-fits-all formula.
- Send job-specific tests or a text interview to your shortlist.
- Role-based access (RBAC + ABAC): recruiters see only their assigned jobs.
No résumé-match component — ever.
Hiring built for the rules, in every jurisdiction
The same controls that make hiring fair also make it defensible — documented and logged from day one.
Built for the EU AI Act
Risk management, data governance, human oversight, logging, and explainability, designed to meet high-risk requirements ahead of Dec 2027.
NYC Local Law 144
Bias-audit-friendly records, talent notice, and opt-out support for automated employment decision tools.
EEOC & bias mitigation
Blind evaluation plus a reveal-consent ledger form documented, defensible bias-mitigation controls (Title VII 4/5ths).
Data residency & privacy
GDPR, India DPDP, and UAE PDPL with in-region residency. PII is stripped before any model — a hard architectural boundary.
Hit your Emiratization targets, with records to show it
Record document-verified Emirati status, assess on blind skills, and generate the compliance and quota reporting mainland firms need to reach 10% Emirati hires — without the fines for fake Emiratization.
- Emirati talent pool (document-verified status)
- Blind, skills-only vetted assessment
- Quota + audit reporting
Fits the stack you already run
Bring CalHire into your workflow — with privacy boundaries that hold even across integrations.
ATS sync, post-reveal
Push hired and revealed talent to your ATS. Identity and right-to-work data sync only after a consented reveal, never before.
Webhooks & API (coming soon)
Push pipeline events to your own systems with signed webhooks. The pricing page lists which plans include them. API access is coming soon.
SAML SSO
Single sign-on, IP allow-lists, and scoped roles so your team logs in securely and sees only what they should.
Good talent is not lost, and hires are followed up
Your pipeline keeps its value after an offer is signed, without breaking anonymity or consent.
Rediscover strong past talent
The talent who nearly made it stay in your own anonymous pool. When a new role opens, search them against it, ranked by verified-skill match. Re-engaging someone sends them a fresh opportunity, and identity is still revealed only with their consent.
A check-in after each hire made through CalHire
A set time after a hire made through CalHire starts (90 days by default), CalHire asks you how it is going: a rating, whether they are still with you, and whether you would hire them again. Your answers sit next to the score at hire, so whether scores predict success on the job can be measured.
Built for regulated, high-volume hiring
When hiring is mission-critical, CalHire scales with the security, control, and compliance your organization requires — and agencies get a verified talent pool, white-labeling, and commission tooling on top.
Start free. Scale when you do.
Talent is always free. You only pay as your hiring grows, from your first hire to enterprise volume.
Free
Free
1 active job, 20 talent / month. Verified, anonymous pipeline.
- Most popular
Growth
$149/mo
10 active jobs, 200 talent / month. Hiring analytics, Verified, anonymous pipeline.
Scale
$599/mo
50 active jobs, 1,000 talent / month. ATS integrations, Custom templates, Analytics CSV export.
Enterprise
Priced to your size
Sales-led and sized to your organisation: seats, jobs and talent volume agreed with our team. The full feature list is on the pricing page.
Company questions, answered
How verified, anonymous-first hiring works for your team.
How does talent stay anonymous while we evaluate them?
Can the AI reject talent automatically?
How do you prevent cheating on the vetted assessment?
Does CalHire help with EU AI Act and Emiratization compliance?
Can we connect CalHire to our ATS and tools?
What does it cost to get started?
Guides for hiring teams
Practical process design, from the job description through to the feedback you owe every applicant.
What skills-based hiring actually is (and what it is not)
Skills-based hiring decides on demonstrated ability, not proxies like degrees or job titles. What it means in practice and where it fails.
ReadStructured interviews: the highest-return change most teams never make
Same questions, same order, same rubric, scored independently. Structured interviews are unglamorous, uncomfortable to adopt, and the best value in hiring.
ReadHow to write a skills-based job description
Most job descriptions are a wish-list of proxies. How to write one around measurable skills, plus the wording that shrinks your applicant pool.
ReadWhy candidates get ghosted, and how to actually stop
Ghosting is almost never malice. It is what happens when closing the loop is optional, unowned and manual. The four structural causes, and the fix for each.
ReadTime-to-hire is a throughput metric. Quality-of-hire is the one that matters
Speed metrics are easy to collect and easy to game. How to measure whether your hiring decisions were any good, and which metrics to pair with which.
ReadDropping the degree requirement: what has to replace it
Removing a degree requirement without replacing the signal makes hiring more subjective, not less. What the degree was doing, and what to measure instead.
ReadHire the best, fairly and fast
Post a role and review anonymous talent ranked by proven ability. No résumés, blind by design, no ghosting.