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Company Overview
A 147-person firm bidding against much larger providers. RAZOR places specialist engineers, analysts, and project managers on government programmes, working with federal agencies alongside healthcare systems and financial institutions. They compete in a market defined by compliance requirements, multi-stakeholder approvals, and no shortage of rivals. The winning submittal is rarely the one with the most candidates in it.
The Challenge
Every competitor submits the same PDF. Sourcing was never the constraint RAZOR needed to solve.
Differentiation Was the Constraint, Not Sourcing
RAZOR could find candidates. What they could not do was prove one was better than the four other providers' candidates sitting beside them.
The Submittal Carried No Evidence
A resume as a PDF and a short email arguing the candidate is a good fit. Nothing in the package separated one submission from another.
Client Assessment Happened Too Late to Matter
Hiring managers could not tell candidates apart until they ran their own interviews, by which point the shortlist was already set.
Evidence Could Not Be Produced at Volume
Building a real case for every candidate was work RAZOR could not repeat at the scale their programmes demanded.
The Turning Point
The submittal became the differentiator. SIA syncs bi-directionally with JobDiva — applicants arrive scored and ranked without the team leaving their system of record.
Bi-directional ATS sync
Connected to JobDiva so applicants arrived, scored and ranked without the team leaving their system of record.
Instant ranking, continuous rescoring
Every applicant was ranked against the requisition on arrival, and when a requirement shifted mid-search the entire pool was rescored against the new one.
A recorded first-round interview on every candidate
Applicants who cleared prescreening moved straight into an interview run by SIA on their own schedule, recorded and scored identically against recruiter-defined criteria.
Recruiters kept every decision
SIA never made a submission call on its own. Recruiters reviewed the rankings and recordings, chose who to submit, and sent the client an interview to watch alongside the resume.
The Impact
“By reviewing and ranking 1,000 candidates in minutes, recruiters can identify and deliver quality candidates in a fraction of the time previously required. AI-powered interviews further improve candidate quality, enabling us to present better-qualified talent to our clients.”
Michael King — Chief Operating Officer, RAZORAbout Senseloaf
Senseloaf is an AI-native recruiting platform built for teams that hire at scale. Describe the role, and SIA does the matching, screening, and interviewing inside the tools you already use, so your team opens the dashboard to a shortlist that has already earned its place. Every score and every override teaches SIA what good looks like for your team, so each role starts at a higher bar than the last. Every action is backed by evidence. Every decision is gated by a human.
