For employers
Stop training hires who should have been ready.
Describe a role once. Candidates are assessed against the standard for it, and the ones who fit arrive ranked, each with a scorecard.
A resume says where someone worked. A scorecard shows what they can do.
The resume
- Medical receptionist, 3 years
- Scheduling, insurance, EHR
- Strong communication skills
- References available on request
- Can she work a prior authorization?
- Does she escalate a red flag on the phone?
- Will she check identity before a change?
The scorecard
Ready Day OneLina Tran, measured against the medical receptionist standard.9 clear of the 70 bar
- Prior authorizationsProficient
- Red flag on the phoneEscalated at once
- Two identifiers before a changeEvery time
Everything you need to decide, in one place.
From the role you describe to the message that books an interview.
A structured intake
Setting, schedule, tools and must-haves. It sets the bar, not a job title.
Assessed before you meet them
Every match has answered the standard's situations out loud.
A scorecard per candidate
Five dimensions, the 70 bar and plain feedback you can read in a minute.
A shortlist ranked by fit
Candidates arrive ordered by how well they match your role.
Your team, invited
Colleagues join your organization and review the same candidates.
Messages in one place
Arrange interviews without leaving the candidate's record.
Employer Team is $299 a month. See pricing
One board from first look to first day.
- New1
Priya NairPathway sent66 - Reviewing1
Amara OkaforPrefers part time79 - Shortlisted1Lina Tran88% match79
- Interviewing1
Daniel ReyesThu 10:0082 - Offered0Nobody yet
- Hired0Nobody yet
The hire is yours
MedTality ranks and explains. Who to interview, and who to hire, is always your call.
Evidence, used fairly
Use scorecards alongside your own judgement and within employment law, not in place of either.
Candidates see it too
Every candidate reads their own scorecard, so nothing you see about them is hidden from them.