HumsanaFor founders and hiring teams
Review every application.
See the evidence.
Humsana reads applications against criteria you approve. It shows the passages behind each assessment and records the decisions your team makes. You stay in control.
Start with one roleSee how it works
You approve the hiring brief before any application is assessed.
- ARAsha R.Evidence for 4 of 5 criteria
- DKDaniel K.Follow-up needed
- MSMeera S.Evidence for all 5 criteria
- TOTomas O.1 criterion contradicted
- LWLena W.Follow-up needed
Asha R.
The problem
The pool got bigger. The reading got thinner.
A role can attract hundreds of applications, and nobody has time to read them all closely. So the pile gets filtered by job title and keyword, or handed to a tool that answers with a summary nobody can check against the original CV.
A study of about 200,000 resumes found hidden instructions aimed at AI screening systems in roughly 1% of them.
Two common shortcuts
Keyword filters can miss people who describe their experience in different terms. AI-generated summaries can sound convincing without showing which parts of the CV support them.
Duties that arrived with the tools
Hiring tools need clear records and human oversight. A record can show what the system checked and what happened; it cannot, by itself, prove that an assessment was correct.
Source: arXiv preprint 2605.28999, 2026
How it works
Start with applications you already have, or create a role before it is advertised.
In both cases, you review and approve the hiring brief before Humsana assesses applications.
You already have applications
- 1Add the job description.
- 2Review the role questions: what the person will do, what they need to know, how they will work with others and what the company needs from the role.
- 3Humsana assesses the applications against the approved criteria. Identifying details are removed before the assessment, and instructions inside a CV are treated as text, not followed.
- 4Each criterion shows the evidence found, what remains unclear or where the evidence contradicts it.
You are creating a role
- 1Describe the role before you advertise it.
- 2Humsana drafts a set of criteria from your answers. You review and edit them before approving the brief.
- 3Approve the brief, then add applications through the intake methods available in your workspace.
- 4Review the evidence for each criterion and decide what to do next. Missing evidence becomes a question; only evidence that contradicts a criterion can support closing an application.
The decision record
Open a candidate record to see the proposed action, the evidence behind it, the rule that checked it and the outcome.
Choose an example to see how it works.
Transparent. Open the record to see each criterion, the supporting quotation and the rule that applied.
Authentic. The record is signed so later changes can be detected. A signature confirms that the record has not been altered; it does not prove that the assessment was correct.
A more consistent first review. Identifying details are removed before assessment. Candidates are not ranked against one another. Missing information is treated as a question, not as proof that someone lacks a skill.
Humsana was built around an authorization engine that checks proposed actions against the permissions a person has granted. It can allow, hold or refuse an action and records the result. The hiring workflow uses the same separation between assessment and action.
The assessment and the decision are separate
The model reads the application and identifies evidence.
Rules check whether a proposed action is allowed under the approved brief and permissions. A person makes the hiring decision.
What Humsana will not do
Remove identifying details before assessment
Contact details and other identifying information are removed before the application is assessed.
No candidate scores or rankings
Each application is assessed against the approved criteria, not compared with other applicants.
Leave hiring decisions to people
Humsana provides evidence and a shortlist for review; your team decides whom to hire.
Keep a checkable record
Anyone with the record can verify its signature without signing in.
How the product works
Four parts work together.
Each has a clear role; none makes the hiring decision.
-
Company context
Describe how work gets done, what good performance looks like and what someone needs to know on day one. Approve this context once, then use it when defining individual roles.
-
Evidence assessment
Each claim is linked to the passage it came from. Humsana explains what that passage supports and what it does not. If the CV does not show something, that is a question to explore, not proof that the person lacks it.
-
Follow-up questions
Where a CV leaves something important unsettled, the reading names the question that would settle it. If contact is enabled for the role and a signed grant allows it, Humsana sends that question and files the candidate’s reply as evidence. Nothing is sent otherwise.
-
Permissions and records
Before an action happens, Humsana checks it against the permissions in place and records the result. A signature shows that the record has not changed; it does not show that the decision was right.
Questions
A few things teams often ask before getting started.
Does Humsana replace our ATS?
No. Humsana works alongside your existing process. You can add applications using the intake options available in your workspace and review the evidence against an approved brief.
Can it reject someone because a CV leaves something out?
No. Missing evidence is not proof that a person lacks a skill. A decision to close an application must identify a criterion that the evidence contradicts.
What if a CV contains instructions for the reviewer?
Humsana treats that text as part of the document. It records the attempt, but the text cannot change the brief or the rules.
Does Humsana rank candidates?
No. There is no overall candidate score or league table. Each application is assessed against the same approved criteria, and the record shows the evidence for that person.
Who sees the applications?
Your hiring team and the model used for assessment. The model receives redacted text, not the original file. The privacy notice explains the providers and data handling.
Does the AI make the hiring decision?
No. The model identifies evidence and proposes an assessment. Rules check proposed actions against the approved brief and permissions. A person makes and records the hiring decision.
Start with one role.
See how Humsana reviews the applications.
One role is enough to see how it reviews the applications.
Applications are assessed only after you approve the brief.