Verdict · Hire on evidence. Put it in writing.
By CV 12 you're reading. By CV 30 you're skimming. By CV 45 you're hoping.This is a verdict.<br>Verdict reads your job description and 2–50 CV PDFs, then issues a scored, evidence-cited hiring verdict in minutes for a typical run — a ranked shortlist or a head-to-head you can put your name to.<br>Run your first verdict — freeSee pricing
No card · no subscription, ever.● Signed verdict
Sample analysis · candidates are fictional · run the free head-to-head to generate yours
01Read the document<br>The page above is the actual product. Three things to notice.<br>1The score is a rubric, not a vibe.<br>Six dimensions — Capability, Track record, Trajectory, Influence, Domain edge, Risk surface — each scored 1–5, out of 30. Scoring disregards identity by instruction — names, gender, and age are set aside, and in a head-to-head the candidate order is randomized before a blind synthesis assigns the scores.
2Every claim points at the CV.<br>Around ten quotes per analysis, lifted word for word: [EVIDENCE: "scaled ARR from $3M to $14M"]. No quote, no claim.
3It warns you, in writing.<br>Over-qualification and retention-risk flags sit on the document itself, beside five interview questions and three reference-check questions per candidate. The verdict tells you what to probe, not just whom to prefer.
What the document stands onScoring dimensions6, scored 1–5, max 30<br>Verbatim CV citationstypically ~10 per analysis<br>Bias guardrailsIdentity disregarded · order randomized · evidence-cited<br>30 candidates, ranked and cited$19.99, paid once<br>Recurring fees$0.00
02Method<br>How Verdict ranks 2–50 CVs against a job description.<br>Step 1File the case.<br>Paste your JD and drop the CV PDFs. The JD Optimizer — free — flags ambiguities and over-specs in your posting and proposes a rewrite before anything is scored.
Step 2Screen before you spend.<br>One fit assessment (1 credit) buckets every candidate — STRONG FIT, BORDERLINE, OVERQUALIFIED, UNDERQUALIFIED. Exclude anyone you don't want; from there you pay only for the candidates you keep, not the whole pile.
Step 3Receive the verdict.<br>Two CVs become a head-to-head; three or more, a ranked shortlist. Expand any dimension to read the reasoning and its citations. Share a read-only link, send by email, export a branded PDF.
Five CVs in, a ranked shortlist out — sample ranking · fictional candidates
● Breaks whenWhere Verdict breaks.<br>Verdict reads what is written. It cannot see how someone thinks on their feet — that is the interview's job. So every verdict ships a printable interview kit per candidate, its questions aimed at exactly what the CV could not prove. Interviews Thursday? You'd walk in with one for each finalist.
03The record<br>A verdict that holds up after the interview.<br>VERDICT · BY INFINURE · EST. 2026 · VERDICT · BY INFINURE · EST. 2026 · VERDICT · BY INFINURE · EST. 2026 · ✦✦✦✦<br>Calibrated to your bar.<br>Upload 5–50 past hires with outcomes — still here, promoted, let go — and Verdict compiles an org profile injected into every future analysis ("your hires weight Capability and Track record most heavily"). A 90-day follow-up keeps it current.
Revised on evidence, not on mood.<br>Paste the interview transcript or your notes; Verdict re-examines the case and issues a revision delta — "Recommendation unchanged — 24 → 26/30" (sample) — each change citing the transcript verbatim. Revisions carry SHA-256 fingerprints, current and superseded.
Filed for the record.<br>Record your decision — Hired, Rejected, Pending — with rationale, and export an audit-grade defensibility report, fingerprinted. A decision unwritten is a decision unowned. (Promote mode does the same for internal candidates: ready now, 6 months, or 12–18, with a four-step development plan.)
04Pricing<br>Pricing, in plain figures.<br>1 credit = 1 candidate analyzed. Pay once. No subscription. Credits never expire.<br>PackPriceCreditsPer candidate<br>Mini$9.9910$1.00<br>Starter$19.9930$0.67<br>Team$99.99200$0.50<br>Org$399.991,000$0.40<br>Buy credits →
The no-subscription clauseHiring is occasional; your tooling bill shouldn't pretend otherwise. Buy credits when a role opens; whatever remains waits, un-expired, for the next search. No seats, no renewal date, no invoice arriving in a month you didn't hire.
05Common questions<br>Common questions.<br>Is AI CV screening biased?<br>Verdict is identity-blind by design: names, gender, and age are set aside, candidate order is randomized, and the synthesis that assigns scores never sees who it is scoring. That is a guardrail, not a guarantee — but it is a real one, and a conclusion that cannot cite the CV does not ship.
How fast is it?<br>Minutes from upload to verdict for a typical run. No onboarding, no demo call, no setup.
What does one credit include?<br>A multi-pass read of one CV against your JD, the six-dimension score, typically around ten verbatim citations, risk warnings, five interview questions, three reference-check questions, and the interview kit.
What if it just confirms...