Is it a personality test?
No. You ask your own questions, and the analysis relies on candidates’ explicit answers.
GDPROpen QuestionsMirror QuestionnairesCandidate Comparison
Recruit with Clear Criteria, Not Gut Feeling
Turn a fuzzy brief into useful questions, compare answers against visible criteria and enter interviews with points to explore. Candidates are assessed on what they say, not on a label.
Candidate ComparisonProduct shortlist
- AAmina ROUXProduct • 7 yearsOpen answers + mirrorStrongTeam alignment
- JJulien MARTINOps • 9 yearsManager criteria clarifiedProbeInterview point
- LLéa PETITData • 5 yearsOnboarding to prepareValidateTeam context
What Harmate Brings Recruiters
A simple workflow to frame the brief, pre-screen, compare and share a better argued decision without unnecessarily slowing the process.
1
Clarified manager brief
Implicit expectations become criteria the team can review and discuss.
Compare before the interview
2
More useful pre-screening
Candidates answer short questions tied to the role and comparable with each other.
Cross-check viewpoints
3
More defensible shortlist
The decision relies on a clear scorecard and targeted interview points.
4
Better prepared onboarding
Candidate-team gaps become topics to verify before signature.
Example: Choosing Between Three Candidates without Slowing the Process
1
The brief is clarified with the manager
The role looked clear on paper, but the real criteria were not shared. Harmate helps formulate them before collecting answers.
2
A short questionnaire is sent to candidates
Candidates answer a short, useful format, without a personality test. The recruiter gets comparable answers without forcing people into boxes.
3
Useful differences appear before the interview
The dashboard highlights reasoning differences, signals worth probing, and candidate-team gaps. The shortlist becomes easier to defend.
4
The interview validates instead of starting from scratch
The manager comes with a clear summary, targeted questions and key watch points. The final decision becomes easier to explain.
3 Recruiter Use Cases
Role framing with the manager
- A shared scorecard to avoid criteria changing along the way.
- Use it when the brief is unclear, moving or depends too much on one manager.
Pre-screening and interview
- Targeted interview points without replacing recruiter judgment.
- Use it when several candidates look equivalent on resumes.
Candidate-team mirror questionnaire
- Visualize expectation gaps and prepare onboarding topics.
- Use it when the real role environment needs to be clarified before signature.
What Harmate Is Not
Does Harmate automatically rank candidates?
No. Harmate makes answers comparable and criteria visible, but the shortlist and decision remain validated by the recruiter and manager.
Does it replace interviews?
No. Harmate prepares interviews, clarifies criteria and helps make better use of the conversation.
I am in a search firm. Can I share this with clients?
Yes. You can share a clear summary focused on criteria discussed with the client and the points to validate in interviews.
Is it long for candidates?
Not if you frame it well. You can keep a short format focused on the criteria that truly matter for the role.
GDPR and confidentiality?
Harmate is hosted in Europe with Infomaniak. Your data remains yours. See our commitments: /company/commitments.
The Useful Building Blocks for Clearer Hiring
Features centered on the brief, answers, comparison and sharing with stakeholders.
- Comparison dashboardsCheck the safeguards
- Mirror questionnairesStructure the manager brief
- Custom questionnairesBroaden to HR context
- Reviewable open answers
- Manager sharing
- Exports
Who Are the Main Partners?
Ready to Test Harmate on Your Next Hire?
We help you turn a brief into a short, useful and comparable questionnaire.
How It Works
Define the role and criteria
Priorities, expectations and points to verify. Outcome: everyone knows what is really being sought.
Send the questionnaire
Candidate link, reminders and tracking. Outcome: simple collection without scattered exchanges.
Compare and Qualify
Criterion-based dashboard and open-answer summary. Outcome: a more defensible shortlist.
Share with the manager
Readable summary and points to dig into during interviews. Outcome: a clearer decision to share.