Stop pre-screening for what a proctored exam already proved. Source from a verified pool.
Why recruiter margins shrink — and what a verified pool changes
Your client brief says 'must have Python.' 200 candidates claim Python. 20 actually have it. You burn hours finding out which.
Filter the pool by 'Python, proctored and verified.' The 20 real ones are your starting shortlist — pre-screened by proctored exam, not by self-report.
Placement fees are under pressure because clients say 'we could find these candidates on LinkedIn.'
A verified talent pool is a category of candidate clients cannot find on LinkedIn. Your placement fee is defended by differentiated sourcing — not commoditized résumé-pushing.
No-shows, bad hires, and early turnover hurt your client relationships and your payouts.
Proctored verification dramatically reduces "looks qualified, can't actually do the work" placements. Fewer claw-backs, longer client relationships.
Your ATS is full of résumés from candidates you pipelined 6 months ago — and you don't know which skills still apply.
Send existing pipeline candidates a verification invite. Responders get timestamped proof; you get a re-qualified, current-skill pool without restarting sourcing.
Stop reporting attendance. Report measurable learning outcomes.
Pre-assessment → curriculum → matched post-assessment (same depth as the pre) per cohort. Aveluate AI gives every program a numeric learning delta, a weak-keyword map of remaining gaps, peer-percentile distributions across cohorts, and before/after job-readiness scores. Defensible in any board review or funder audit.
Quantified delta
"Improved from 42% → 78% (+36 pp)." The number that proves the bootcamp / course / job prep was worth it. matched post-test (same depth as the pre) guarantees the comparison is real.
Weak-keyword map
AI surfaces the exact concepts still soft — by topic, not just by score. "Window functions: 50%. Recursive CTEs: 30%." Know exactly what to fix before applying anywhere.
Peer percentile vs cohort
See how each cohort ranks against other cohorts on the same skill, same period. Cross-program comparability across providers. Privacy: anonymity threshold enforced at the query level.
Workforce-readiness gauge
Per role: % of cohort above readiness threshold pre-program vs post-program. ROI you can put in front of the CFO, the board, or the funding agency.
Sourcing tools built for placement velocity
Verified-skill talent search
Filter by proctored skill, location, rate, availability, and custom criteria. Shortlist in 30 seconds — not 30 hours.
Auditable exam replays
Every candidate you submit to a client comes with an audit link. Clients can watch the proctored exam session — trust, verified. Game changer for picky clients.
Bulk candidate verification
Send verification invites to your existing pipeline (e.g. past candidates from 6 months ago). Responders are re-qualified with current-skill proof — zero sourcing restart.
Placement analytics
Track time-to-shortlist, client-acceptance rate, 90-day retention, and claw-back rate. Export as a quarterly report for agency leadership.
ATS / CRM data export
Verified-candidate data exports via API and CSV today — drop directly into your existing Bullhorn / Greenhouse / Vincere workflow. Native one-click connectors for those platforms are on the roadmap; until then, the data flows cleanly via standard endpoints.
Two pricing paths
Self-serve at $199/mo per recruiter seat — credit card, monthly billing, no procurement (perfect for solo recruiters and small agencies). Or volume placement partnerships for agencies doing 50+ verified placements/year (per-placement economics, not per-seat).
Live competitive challenges as a sourcing tool
Run a live skill challenge as a sourcing event — auto-start every 15 SECONDS, real-time leaderboard via WebSocket, ranked finishers automatically appear in your candidate pool. Tournaments-as-a-funnel for high-demand roles where the top 10% never reply to LinkedIn DMs.
Client brief in, shortlist out.
Filter the verified talent pool by exact skills your client needs, send the top 8 to their inbox with embedded audit-replay links. Placement cycle shrinks by ~60%.
Sample data — the real dashboard renders this from your org.
Three steps from brief to placement
Take the brief
Client needs 'senior Python with ML.' Your job title is to source the short list fastest.
Filter the verified pool
Open Aveluate AI recruiter search. Filter: Python (verified, proctored) + ML fundamentals (verified) + location + rate band. Shortlist: 12 candidates in 45 seconds.
Submit with audit links
Send shortlist to client with one-click audit-replay links for each candidate's proctored exam. Client objection: "how do we know they can actually do it?" — already answered.
What a verified pool does to recruiter economics
“My firm was doing 120 placements a year at 28% gross margin. After 18 months on Aveluate AI as our primary sourcing pool, we do 160 placements at 34% margin — because we stopped burning billable hours pre-screening candidates who couldn't code.”
What staffing leaders ask before signing up
What else you get
Skills Intelligence · Credentialing · Career Operating System · Community + Cohort tools — all anchored to the verified credential.
See the full Aveluate AI platform