Three people, not three hundred.
Every morning, Temprel delivers a ranked shortlist of culture-fit candidates — three names, scorecards against your fingerprint, and the transcripts from the screening interview. Hiring managers stop scrolling a queue of 300 resumes and start saying yes.
The five culture dimensions
Your fingerprint ranks every candidate.
Temprel screens against the same five dimensions on every role. Configure the weights and knockouts on the culture fingerprint page; the morning shortlist reads whatever the fingerprint publishes that morning.
- Ownership — who owns the outcome, not just the task.
- Collaboration — how the team carries async and synchronous work.
- Adaptability — how candidates read signals they have not seen before.
- Leadership — how they pull others forward without the title.
- Alignment — why this role, this company, this moment.
How the loop ends in your inbox
Three stages. One morning delivery.
The screening interview and the morning shortlist are the same loop seen from two sides. The interview collects the evidence; the shortlist ranks it; the morning delivery packages it for the hiring manager.
Eight probes. One row per candidate.
Candidates hit six to eight branching probes — async video, voice, or chat — that exercise the five culture dimensions. Every utterance is transcribed, tagged to its dimension, and persisted as one row per candidate.
See the fingerprintThree names, scorecards, transcripts.
The shortlist ranks each candidate against your fingerprint and surfaces the top three before the workday starts. Each row carries the dimension scorecard, the transcript, and a recommended next step.
See today's shortlistStage 0 — Where it starts
Define a role once. Let the agents run the loop.
Be on the morning queue before the next cohort ships.
Drop your work email. We'll send the morning shortlist preview and the roll-out date as soon as the next cohort opens.