The PrecisionHire™ framework
The PrecisionHire™ framework
The PrecisionHire™ framework
PrecisionHire™ isn’t one feature. It’s a full system that stacks multiple layers of validation - because great hires aren’t “found,” they’re proven.
Below is the full framework Airwork uses to identify top candidates quickly and accurately.
Pre-vetting (Proof before the shortlist)
Before a candidate ever reaches a client shortlist, we collect signal across multiple dimensions:
English proficiency
Critical reasoning & analytical ability
Technical skills (role-relevant)
Personality & work style (Big 5)
Human interview to validate communication, professionalism, and real-world capability
This is how Airwork maintains a pre-vetted, ready-to-interview talent pool, rather than starting from scratch every time a role opens.
AI Assessments (Skill verification at scale)
Resumes are self-reported. Assessments are measurable.
PrecisionHire™ uses AI-driven assessments to validate real ability, not claims. Candidates are tested and ranked inside the system, and job-specific evaluations can be triggered when needed.
What this changes for hiring teams:
You stop wasting interviews on candidates who can talk, but can’t execute
You reduce dependence on “years of experience” as a proxy for competence
You build a consistent evaluation layer across roles and departments
AI Interviews (Structured evaluation, less bias, faster throughput)
Interviews are often inconsistent: different questions, different standards, different moods.
PrecisionHire™ introduces AI-assisted structured interviews to capture consistent signals across candidates - communication clarity, reasoning, decision-making, and role-specific scenario performance. (AI doesn’t replace humans here; it standardizes signal collection so humans make better calls.)
Assignments (Performance in the real world)
For roles where output quality matters (engineering, product, design, data), PrecisionHire™ supports assignments that reflect the work candidates will actually do - short, role-relevant, and scored consistently.
This adds a layer that hiring teams rarely get time to build themselves, and it prevents one of the most common failure modes in hiring: selecting for interview performance instead of job performance.
Screening questions (Early disqualifiers that save hours)
Good screening questions remove obvious mismatches early:
Time zone compatibility
Compensation expectations
Must-have tools / experience
Work eligibility / availability
Role-specific “dealbreaker” requirements
This seems basic, but it’s where many funnels leak time. PrecisionHire™ makes this systematic.
Advanced filters (Micro-factors that predict success)
Most systems filter by surface-level factors: title, years, keywords.
PrecisionHire™ incorporates “micro-factors” that are frequently overlooked but matter heavily in real outcomes - availability, compensation fit, cultural alignment, personality traits, motivation signals, and more.
This is how you get to the real goal: shortlists that don’t merely “match,” but actually perform.`
Pre-vetted, ready-to-interview talent pool (Speed without shortcuts)
PrecisionHire™ works because Airwork doesn’t treat hiring like a fresh search every time.
Airwork maintains a vetted network so clients don’t wait weeks for sourcing. Instead, PrecisionHire™ generates a shortlist quickly by ranking and matching from an already-qualified pool.
Emerging market advantage (Cost savings without quality compromise)
PrecisionHire™ is also built around a strategic truth: top talent is global, but opportunity isn’t distributed.
Airwork focuses deeply on emerging markets and delivers meaningful cost savings - often 50–80% compared to equivalent local hires in the US or Europe - without sacrificing vetting quality.
This is not “cheap outsourcing.” It’s high-signal hiring from underutilized talent markets - powered by verification, not hope.
All-in-one platform (Less tool chaos, faster decisions)
PrecisionHire™ runs end-to-end inside the Airwork platform - so you don’t duct-tape five tools together to get one hire.
This matters because speed doesn’t come from “moving faster.” It comes from removing friction: fewer handoffs, fewer spreadsheets, fewer lost candidates, fewer scheduling delays. Airwork is built to run the whole hiring journey in one system.
