Whether there are five or 500 applications
Every role creates effort for screening, interpretation, prioritisation and alignment. A small pipeline is not automatically an efficient one.
More efficient candidate selection
Fill roleswith lesshiring effort.
∘Yeliq adds answers to situational questions to applications before the first interview. The questions are automatically presented to candidates. This helps teams prioritise the best-fitting candidates in the pipeline, prepare interviews more effectively and reduce interview effort per role by up to 50%. The additional insights also help reduce the risk of poor hiring decisions.
Best-fitting candidates first
prioritise earlier
Up to 50% less interview effort
per role
More precise interviews beyond the CV
validate with focus
Teams use ∘Yeliq to reduce selection effort before the first interview.
Your ATS organises the application process. ∘Yeliq reduces the effort required to make the selection.
ATS platforms collect, structure and track applications. Directly after application intake, ∘Yeliq adds the information missing from the CV. Unlike traditional candidate screening, ∘Yeliq considers not only qualifications, but also how candidates respond to concrete situations from the role, leadership and working environment. This helps recruiting and hiring managers see earlier who is especially worth speaking to and what to focus on in the interview.
Where hiring effort gets lost.
The CV only shows part of the picture
Experience and technical background are visible. How someone handles the concrete situations, expectations and tensions of the role usually remains open.
Relevant differences appear late
Which candidates truly fit the task, leadership context and work reality often only becomes clear once the conversation has already started.
Every extra conversation creates follow-up effort
Scheduling, preparation, interviews, feedback and internal alignment take time. Candidates who move forward also create effort in later selection rounds.
Prioritise better, interview with more focus.
Pre-sort the pipeline by fit
Recruiting and hiring managers see earlier which candidates are especially relevant for the concrete role.
Additional insight beyond the CV
Situational answers make visible how candidates handle realistic requirements and tension areas in the role.
Prepare interviews with more precision
Every conversation comes with concrete pointers on strengths, tension areas and open questions to validate.
Case Study
SOLV4EX: Reached the right candidate with significantly less interview effort
The candidate prioritised first by ∘Yeliq made a strong impression in the first conversation and was later hired. This avoided not only additional first interviews, but also the related effort for scheduling, preparation, feedback and internal alignment.
“∘Yeliq mainly saved me time. I first looked at the top 5 by ∘Yeliq fit and then checked how the CVs looked. Among the top 5 was a very strong CV. The first conversation directly showed that not only the technical fit, but also the overall fit was there. The following rounds also went well, so we were able to save one round. I do not know whether it is always like that, but I hired this candidate directly.”
Alex Marotz
Vice President Business Development, Motive Power at SOLV4EX Group
< 60 min.
setup in under 60 minutes
1 of 3
first interviews
66% fewer first interviews to reach the right candidate
30 min.
less preparation per candidate
1 round
saved in the later selection process
85 %
completion rate
Fewer first interviews mean more than less conversation time. Preparation, scheduling, feedback, alignment and possible follow-up effort are reduced as well.
Where ∘Yeliq is especially relevant
SaaS
Move faster to fitting candidates in growing teams.
Retail
More comparability in high volume hiring.
Energy & Infrastructure
More signal for critical roles in complex operating environments.
Media & Publishing
Fit for teams across content, sales, product and speed.
Consulting
Fit for client work, project pressure, ownership and manager fit.
Professional Services
Connect expertise earlier with client impact, standards and delivery.
Psychologically grounded and ready directly after application intake.
∘Yeliq is informed by Situational Judgment and Forced Choice methods. It does not make automated hiring decisions; it makes additional evidence usable for prioritisation and interview preparation.
1
Understand the role as concrete work reality
Teams clarify which situations, expectations and tensions are truly relevant for the role.
2
Derive situational questions
The role context becomes psychologically grounded questions with elements from Situational Judgment and Forced Choice.
3
Let candidates answer directly after application intake
Candidates respond to realistic work situations instead of abstract personality scales.
4
Get prioritization and interview focus
∘Yeliq translates the answers into fit indicators, tension areas and concrete interview prompts.
How reduced selection effort per role becomes measurable.
1
Before
How much effort does each role require today for screening, preparation, interviews, feedback and internal alignment?
2
With ∘Yeliq
Which candidates are prioritised earlier, which interviews are prepared with more focus and where can unnecessary loops be avoided?
3
After
How do interview effort, number of conversations, preparation time and hiring manager feedback change?
Speak to the best-fitting candidates first
The interview order is guided not only by the CV, but also by situational signals from the role.
Reduce interview effort per role
Fewer conversations without outcome and less follow-up effort in the later selection process.
Run interviews with more focus
Recruiting and hiring managers receive additional insight and concrete conversation prompts for each person.
No black box decision
∘Yeliq does not make the hiring decision. It makes visible what teams often only discover in conversation today. The decision stays with recruiting, the hiring manager and the team.
See how much selection effort you could save on your next role.
Together, we look at one concrete role, your current selection process and the points where too much time is tied up today.