You can’t screen your way out of an alignment problem.
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THE RETURN
20 roles. 54,000 applicants. 7.4x return.
That’s a lot of volume! Based on Airalo’s own pre-CLARA metrics, their recovered efficiency would equal $140,000 a year in recruiter time. $18,976 a year: alignment at $988 plus candidate processing at $17,988. Alignment on its own starts at $588 a year.
Applies Airalo’s reported recruiter-time savings to current pricing for the same volume. An estimate, not a quote.
Nobody agrees what “qualified” means, and it’s costing you.
Recruiters have told us the same story: weeks — even months — of screening, then the hiring manager rejects the shortlist and the search starts over. The cause is usually upstream. The role was never defined tightly enough to start.
ORGS ARE MISSING WHAT THEY NEED
Only 6% have the talent they need
for priority projects, and 62% say skills gaps are wider than a year ago.
Robert Half survey of 2,000+ U.S. hiring managers, 2026.
IT’S EXPENSIVE TO GET IT WRONG
50-200% annual salary
What it costs to replace an employee.
Gallup, “This Fixable Problem Costs U.S. Businesses $1 Trillion,” Shane McFeely and Ben Wigert, March 13, 2019.
TEAMS AREN’T ON THE SAME PAGE
46% struggle to separate must-haves from nice-to-haves
Recruiters, when working with hiring managers.
Phenom and Talent Board, 2021 Recruiter-Manager Report, nearly 300 respondents.
What users are saying.
Quotes from recruiters, HR leaders, and hiring managers during beta testing.
“WHY DO I NEED CLARA?”
“Why would I use CLARA? Why do I need a third tool? Because you are doing my calibration for me.”
Y.G., CHRO, HR Technology
“…figure out who is the right type of fit for the role before you go start trying to find people.”
K.H., Consultant and HR Implementation Expert
“Anything designed so as to force recruiters and hiring managers to get more specific about what they want is an unalloyed good.”
P.B., Hiring Manager and Ops Consultant, Tech Startups
“You’re not trying to come up with your own questions, you’re not trying to come up with your own skills… It’s taking away that friction.”
E.B., HR Lead, Education
One conversation. One standard. Start to finish.
1
Describe the role
Talk it through, or paste or upload your intake notes, a job description or a call transcript. CLARA writes an editable role summary.
2
Agree on personas
Each is a career path of someone who could succeed in the role, deliberately about an 80% match rather than a perfect candidate. Your hiring manager reviews them from a link, with no account.
3
Everything else follows
Screening criteria, the job posting, application questions, interview guides and a sourcing playbook, all from the personas you approved.
Hire for where your business is going.
Personas built on the skills your organization needs today, not last year’s job description. Your hiring manager agrees to the target first, so the shortlist you send is judged by the standard they approved.
What changes when alignment comes first?
You save time and money.
Fewer costly restarts
The shortlist matches what the hiring manager already approved, so searches don’t start over, saving you time and money.
Defensible consistency
Every candidate is evaluated against the same standard, and every interviewer asks questions tied to it, with an approval trail behind it.
Ready for what's ahead
Personas built the work the organization needs to deliver tomorrow, not last year’s job description.
Add candidate match scores and profiles when you need them.
When applications arrive, CLARA can review each candidate against your approved criteria, with evidence for every score. You sort by match score, and you make every decision. CLARA never rejects a candidate.
Is CLARA right for you?
If your current acquisition processes already deliver “hell yeah” shortlists in days or weeks, not months, you don’t need CLARA. If your hiring managers keep changing the target, we should talk.