HOW IT WORKS
From a blank page to a role everyone agrees on.
Describe the role. CLARA turns it into candidate personas, a job posting, interview guides and a sourcing plan, all built from one standard your hiring manager already approved.
One blueprint. No drift. Start to finish.
1
Describe the role
Speak it into existance with talk-to-text, or start from a structured form, pasted text, or an uploaded job description, intake notes or call transcript. CLARA turns it into an editable role summary. Company details are entered once and inform every role.
2
Review personas
CLARA generates distinct profiles of people who could succeed in the role. Each persona has strengths, considerations, and transferable skills and is deliberately an 80% match. You can edit, remove, add, or ask CLARA to rewrite any persona, then lock the set.
3
Your hiring manager signoff
Send a link by whatever channel already works. The hiring manager keeps, edits, or removes each persona and leaves notes, with no login or account creation.
4
Everything else follows
Screening criteria, the job posting, application questions, interview guides and a sourcing playbook are all generated from the personas you approved.
Stop with alignment, or go the distance.
Use CLARA to align on the role and use the assets wherever you do your work. Add match scores when you’re ready to bring candidates in.
STEPS 1 TO 4
Alignment
Describe the role, agree on personas with your hiring manager, and get the job posting, screening criteria, application questions, interview guides and sourcing playbook. Take it all into your ATS or wherever you post. Priced by jobs, from $588 a year.
STEP 5
Match scores and profiles
Bring candidates into CLARA. Each gets a match score with evidence for every criterion. Sort by match score and share a shortlist or the full batch with your hiring manager by link. You make every hiring decision. Priced by candidates, from $600 a year.
What it looks like.
Describe the role
Review a persona
An interview guide
“It removes the ambiguousness of creating jobs and finding candidates by creating true personas that align to what the company actually needs.”
K.H., in CLARA development testing
Everything is generated from the personas.
Screening criteria
Required and nice-to-have skill requirements, each with a direct-match and a transferable-match definition, so equivalent experience is screened in.
Job posting
Skills-first, candidate-centric; editable to align with your employer brand.
Responsibilities and rubric
Concrete ownership bullets and one rubric line per requirement.
Application questions
Mapped to the criteria, so every answer means something.
Interview guides
Custom per interviewer, mapped to skill profile, follow-ups provided.
Sourcing playbook
One play per persona, with paste-ready search strings.
Built-in guardrails
Generated materials are designed to be defensible and compliant.
What CLARA is not
CLARA is not an ATS. It never rejects a candidate; people make every hiring decision. CLARA is tech-agnostic and needs no integration.
Audit ready
Your hiring manager approves from a link. Already aligned? Bypass the review and note the reason. Every lock, unlock and skip is logged.
Bring us the role that’s hardest to define.
Bring a role you’re hiring for and we’ll walk through it together.