KEPLER FEATURES
A ranked shortlist the moment
the brief lands. With receipts.
Not a black-box percentage — a criterion-by-criterion verdict you can defend to your client.
UNDER THE HOOD
How it works.
How a brief becomes a shortlist
Paste the client's brief and Kepler turns it into a scorecard, scores everyone in your database against it, and hands you the ranking — each verdict tied to the document that earned it.
The spec becomes a scorecard
Paste the brief and the criteria and weights are pulled out for you to tune — musts, highs and mediums, editable before a single CV is read.
Scored against everything you know
The judge reads CVs, notes and conversations — not just profile fields — and every verdict cites the exact source it came from.
Ranked strongest first
Open the tab and the best people are already at the top, each row carrying the segmented meter that shows where a score was lost.
You stay the recruiter
The ranking arrives done, but never final — hard filters run before scoring, your pins override the order, and the whole model sits behind a standing evaluation program.
Agree or overrule
Accept the ranking, or drag someone up and move on — the score explains, you decide. Your pin sticks; the reasoning stays attached.
Filter the pool first
Hard limits — salary, location, right to work — apply before scoring, so nobody spends the day on people who could never take the job.
- recall gate✓
- precision gate✓
- cost ceiling✓
It's measured
Matching runs under a standing evaluation program: recall and precision gates clear before any change to scoring ships.
JOB-BOARD APPLICANTS
Inbound, scored on arrival
Applicants from your hosted job board land parsed, deduped and scored against the same rubric as the rest of the pool — most turn out to be already in your database.
WITH RECEIPTS
Scores you can say out loud.
A match score is a claim about a person. Kepler attaches the proof, so the number survives contact with your client.
- Every number traces to evidence. Unpack any percentage and you're reading criterion verdicts, each sourced to the CV, call or email that earned it.
- Clients get the reasoning, not just the ranking. The shortlist you send carries the why — defensible in the first client call, not after it.
- The score explains; you decide. Pins, pre-filters and overrules are yours. Nothing ranks your shortlist but you.
- It admits ignorance. Nothing in the record for a criterion? The verdict is Not stated — it never guesses to fill a gap.
Questions,
answered
What agencies ask before they put a machine’s shortlist in front of a client.
How does Kepler score candidates against a job?
Paste the client’s brief and Kepler pulls the criteria and weights out of it as a scorecard — musts, highs and mediums — which you tune before a single CV is read. It then scores everyone in your database against that scorecard and ranks the strongest first.
Can I see why someone scored what they scored?
Yes, and that is the point. Unpack any percentage and you are reading criterion-by-criterion verdicts, each one sourced to the CV, call or email that earned it — so the shortlist carries its reasoning into the first client call.
What happens when a record says nothing about a criterion?
The verdict is "Not stated". It never guesses to fill a gap, and the segmented meter shows you exactly where a score was lost rather than hiding it inside one number.
Can I overrule the ranking?
Always. Hard filters — salary, location, right to work — run before scoring so nobody wastes a day on people who could never take the job, and your pins override the order afterwards. The score explains; you decide.
Is the matching quality actually measured?
Yes. Matching runs under a standing evaluation program, and recall and precision gates have to clear before any change to scoring ships.
Explore Kepler
Discover more features
See it run on your own database
A 20-minute call. We load a slice of your data and you search it yourself — no slide deck, no pretend company.