How YouWorking Works
How candidates get in, how they're scored, and how to hire without losing an afternoon.
How it works
From resume to hire, in four steps
Set it up once. After that, it mostly runs itself.
Import resumes
Upload resumes yourself, even a whole pile from Indeed or another job board, or share your apply link and paste it on your website. Either way, they land in one ranked pool.
We rank applicants as they come in
Every resume is scored against your rubric the moment it arrives. You always see a ranked list, never a stack of resumes.
We run the prescreening interview
Candidates answer your questions on their own time, and you watch it later. No missed meetings, no-shows, rescheduling, or back and forth. It's completely frictionless.
Compare and hire
Watch any interview, see the score behind it, and compare your top picks before you decide.
Add up what a no-show really costs. The emails to schedule it. The hour you blocked. The reschedule when they don’t show, and the customers who waited while you sorted it out. At a $500 hourly rate, that adds up fast. Our system runs the interview for you: it asks the questions and records their answers without you needing to be there. Watch it whenever works for you, and see exactly how they stack up against everyone else.
Why it matters
What you get
Once this is running for you, you'll wonder how you ever hired without it.
Get your evenings back.
No more chasing candidates to find a time that works, or reading resumes after hours. It all happens without you.
No-shows become impossible.
There's no meeting on the calendar to skip. They record when they're free. You watch when you're free.
You don't have to interview everyone.
The system asks the questions and scores every answer, so you only sit down with people worth your time.
Watch it on your schedule.
Catch up on interviews whenever you get a few minutes, and see exactly how every candidate stacks up.
One bad hire costs more than a year of this.
Training, turnover, the disruption to your team. You'll see the retention risk before you make the offer, not after.
It pays for itself, and it's deductible.
Most owners recoup the cost on their very next hire. It's a business expense too, so it's typically tax deductible.
A bad hire typically runs $8,000 to $15,000 once you count training and turnover. That alone is reason enough to get the screening right.
Scoring
How the score works
Five numbers. They mean the same thing everywhere you see them in the app.
| Score | What it means |
|---|---|
| Resume | How well their resume matches the skills you weighted, on a scale of 0 to 10. |
| Fit | Skill and staying power combined, so raw talent alone doesn't win if they're likely to leave fast. |
| Retention | An estimate of how long they'll stick around, based on their job history. |
| Interview | How they scored on their recorded interview. Shows a dash until they've completed one. |
| Blended | The main ranking once someone has interviewed: resume and interview combined. Before that, it's just their resume score. |
Your skill weights always add up to 100%, so the Resume score reflects exactly the split you set.
Interviews
Sending one takes three steps
- 1Open a candidate and check the suggested questions. They're pulled from that resume, on top of your defaults for the role.
- 2Change anything you want, then send. The candidate gets a link and answers on their own time.
- 3Once they submit, it's transcribed and scored automatically, then ranked straight into your candidate pool. Check the table any time to see who's out front.
Get in touch
Tell us what's missing
Something missing?
Tell us what would save you time and we’ll build it.
Something broken, or just a question?
We read every message ourselves.