Workday HiredScore AI for Recruiting & Internal Mobility

What do you like best about the product?

I love the name HiredScore AI for Recruiting, and I greatly enjoy its extensive knowledge.

What do you dislike about the product?

I wish "HiredScore AI for Recruiting" offered more products. It seems their current variety is limited.

What problems is the product solving and how is that benefiting you?

HiredScore AI for Recruiting helps me search for jobs using artificial intelligence, leveraging its extensive knowledge.

What do you like best about the product?

It really helped our HR team identify and provide resumes for highly qualified candidates. We’ve seen an increase in the rate of strong candidates since HR started using it.

What do you dislike about the product?

It has a tough learning curve and can be challenging to implement. It also feels more useful within Workday systems, since we didn’t get the best results when using external databases.

What problems is the product solving and how is that benefiting you?

It solved a huge problem for us: we were interviewing too many untalented candidates because the candidate list was so large. It helped our HR team narrow down the search and focus on the right candidates.

What do you like best about the product?

What I like most is how the AI helps prioritize candidates and make the review process faster. The interface is clear and easy to use, and the integration with the recruiting workflow helps save time and stay focused on the most relevant profiles

What do you dislike about the product?

The main limitation is that AI recommendations still need a human review, especially for less standard profiles. Some ranks could also be more transparent. The tool can require some time to learn at the beginning, and its value depends a lot on how well it is integrated into the recruiting process

What problems is the product solving and how is that benefiting you?

It helps to reduce the time spent reviewing large numbers of applications and makes candidate prioritization more consistent. It also helps recruiters focus faster on the most relevant profiles, improving efficiency and making hiring process easier to manage

What do you like best about the product?

HiredScore AI scores incoming applicants, digs up past candidates sitting in your database, and fits right into the tools you already use. It automatically ranks new applications against job requirements so you see top matches right away, searches old applicant pools for new openings, and works inside software like Workday or SuccessFactors so you don't have to jump between tools or guess why a candidate was recommended.

What do you dislike about the product?

I’m really not a fan of HiredScore’s "black box" scoring because it grades candidates without explaining why, making it hard to trust the ratings or explain them to anyone else. On top of that, the resume parser constantly trips up on non-standard layouts or creative portfolios, and trying to adjust the scoring for niche or technical roles is way too rigid without calling in their support team. Throw in the steep enterprise price tag, occasional ATS sync lags, and annoying popups, and it just feels like more headache than it's worth for the cost.

What problems is the product solving and how is that benefiting you?

HiredScore AI for Recruiting solves the problem of high-volume candidate screening by automatically surfacing and ranking top talent inside our ATS, which saves me hours of manual resume review every week. By eliminating administrative fatigue, it allows me to instantly identify qualified candidates, reconnect with past applicants, and reduce our overall time-to-hire. This gives me back valuable time to focus on personal candidate engagement, improving our hiring quality, and ensuring a faster, more consistent recruitment process.

What do you like best about the product?

I particularly value HiredScore’s ability to transparently prioritise candidates and to rediscover qualified talent already within the organisation’s existing pools. It cuts down on manual screening and allows recruiters to spend more time engaging candidates and making better hiring decisions. At the same time, it helps keep hiring managers aligned through guided workflows and timely prompts.

What do you dislike about the product?

The biggest drawback for me is that candidate scoring can sometimes feel like a black box. It isn’t always clear why someone ranks lower, and the recommendations can miss context that a recruiter would recognise. Implementation can also take a fair amount of work, including ATS data clean-up, integration tuning, and change management. Because of that, it tends to be most valuable for organisations with enough hiring volume to justify the investment.

What problems is the product solving and how is that benefiting you?

HiredScore is helping us tackle manual CV screening, inconsistent candidate prioritisation, and the tendency to overlook qualified talent already in our database. By grading candidates against role requirements, resurfacing relevant past applicants, and providing proactive workflow alerts, it supports faster shortlists and helps recruiters spend their time more intentionally. The result is improved recruiter capacity, quicker and better-informed hiring-manager decisions, and more time focused on engaging strong candidates instead of administering the process.

What do you like best about the product?

What I like best is how HiredScore helps bring more focus and efficiency to the recruiting process. It makes it easier to prioritize candidates and spend more time on meaningful conversations. Having that support within Workday adds convenience and makes the overall experience feel more streamlined.

What do you dislike about the product?

There’s a bit of a learning curve at first, and I’d appreciate clearer explanations behind some of the recommendations. A little more guidance would make it easier to get comfortable.

What problems is the product solving and how is that benefiting you?

HiredScore helps reduce manual candidate review and makes prioritization easier. This saves time, keeps the recruiting process moving, and allows more focus on connecting with candidates.

What do you like best about the product?

I love how HiredScore AI for Recruiting quickly identifies relevant candidates and matches them to suitable roles. The resume screening feature is a standout for me because it significantly reduces the time in the hiring process. Setting up the system was also super easy, which made the process quick.

What do you dislike about the product?

Sometimes the system doesn't understand candidates' transferable skills or experience. It would help if I could adjust how skills and experiences are weighted.

What problems is the product solving and how is that benefiting you?

I use HiredScore AI for Recruiting to streamline the recruitment process by reducing the time spent manually reviewing resumes and matching candidates to suitable job opportunities.

What do you like best about the product?

As the director who brought HiredScore in, the ranking quality is what justified the spend. Recruiters used to work the queue in date order; now the grades push the genuinely strong applicants to the top, and we consistently surface silver-medallists already sitting in the database instead of sourcing the same profile from scratch. The integration matters just as much, it reads from and writes back into the ATS, so recruiters never leave their normal workflow. That removed the usual adoption fight, because there's no second system to log into. UI/UX is really solid, as is the onboarding. Overall performance has increased!

What do you dislike about the product?

The hardest part wasn't the product, it was getting recruiters to trust it. The grades only pay off if people work the queue in grade order rather than reverting to date order, and that took far more change management than I'd budgeted for. It would help if the scoring were more transparent at the point of use; recruiters want to see why a candidate graded the way they did before they'll act on it. Configuration is also more vendor-dependent than I'd like; meaningful changes tend to need HiredScore's team rather than our own admin.

What problems is the product solving and how is that benefiting you?

The core problem was recruiter time going to triage rather than hiring. Applicant volume meant people worked queues in date order, so strong candidates sat unread while recruiters ground through the top of the pile. HiredScore's grading inverts that — the strong applicants surface first, and the rediscovery side pulls qualified people already in our database into live reqs instead of us sourcing the same profile from scratch. Because it reads from and writes back into the ATS, recruiters get the benefit without leaving their normal workflow, which is what made it stick.

What do you like best about the product?

What I like best is how much raw time it saves on initial screening. When a requisition gets flooded with hundreds of applicants, HiredScore cuts through the noise almost instantly so I can focus on interviewing rather than administrative sorting.

What do you dislike about the product?

The most frustrating part is definitely the occasional glitches and how literal the text matching can be. Even though it’s a huge time-saver overall, it still often leads to annoying administrative cleanup afterward.

What problems is the product solving and how is that benefiting you?

It helps me manage the overwhelming volume of applications our recruiting team is often drowning in. When a single open role attracts hundreds of resumes, we simply don’t have the bandwidth to review every applicant thoroughly. That creates a major bottleneck and can cause great talent to slip away to competitors more quickly. It also significantly reduces screening time: I no longer have to open PDFs and read resumes line by line, because I can jump straight to pre-ranked, high-matching candidates.

What do you like best about the product?

I appreciate how HiredScore AI for Recruiting helps reduce a lot of the manual work involved in recruiting. It really saves me time, especially when dealing with large recruiting pools, making the whole process more efficient for managing recruiting at scale.

What do you dislike about the product?

I find the transparency aspect challenging with HiredScore AI for Recruiting. It can be difficult to understand exactly why the system is recommending one candidate over another. This lack of clarity in the recommendations makes it hard to trust the system fully sometimes.

What problems is the product solving and how is that benefiting you?

HiredScore AI for Recruiting reduces manual work in recruiting and saves time with large recruiting pools.