Is it a personality test?
No. You ask your own questions, and analysis relies on explicit answers.
GDPROpen questionsMirror questionnairesCandidate comparison
Recruit with clear criteria, not gut feeling
Build a custom questionnaire, compare candidates, align with the hiring manager, and reveal candidate-team gaps with mirror questionnaires. Deliverables: clear candidate comparison, synthesis of open answers, and points to explore in interviews.
Candidate comparisonProduct shortlist
- AAmina R.Product • 7 yearsOpen answers + mirror~92%Team fit
- JJulien M.Ops • 9 yearsManager alignment validated~87%Probe further
- LLea P.Data • 5 yearsOnboarding gap identified~81%Moderate risk
Why recruiters use Harmate
One workflow to frame the brief, pre-qualify, compare, and share a defensible decision.
1
Manager alignment from the brief
Turn a fuzzy brief into observable, shareable criteria.
2
More relevant pre-screening
Comparable answers, including on open questions.
3
Faster, more defensible decisions
Compare with a clear, documented and shareable scorecard.
4
Reduce onboarding failure risk
Identify candidate-team gaps before signature.
Concrete 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 implicit criteria were not shared. Harmate helps turn the brief into observable, comparable signals.
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 rigid boxes.
3
Useful gaps 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 a view of the key risk points. The final decision happens faster and with less ambiguity.
3 recruiter use cases
Role framing with the manager
- Shared scorecard, simpler shortlist.
- When to use it: when the brief is unclear or changing.
Pre-screening and interview
- Structures the interview, does not replace it.
- When to use it: when too many profiles look similar on resumes.
Candidate-team mirror questionnaire
- Visualize gaps, reduce reality shock, and prepare onboarding.
- When to use it: when you want to limit reality shock.
What Harmate is not
Does it replace interviews?
No. It prepares interviews and aligns the manager on criteria.
I am in a search firm, can I share this with my clients?
Yes, you share a clear and justifiable summary, and align client and candidate on explicit criteria.
Is it long for candidates?
A short format is possible, you choose.
GDPR and confidentiality?
Harmate is hosted in Europe with Infomaniak, a provider recognized for infrastructure reliability. Your data remains yours. See our commitments: /company/commitments.
Key features for hiring
The building blocks for one transparent, actionable hiring workflow.
- Comparison dashboards
- Mirror questionnaires
- Custom questionnaires
- Actionable open questions
- Manager sharing
- Exports
Harmate hiring features
Main partners
Useful links for recruiters
Quickly access product pages and the HR teams overview page.
Dashboards
Visualize candidates by criterion and share gaps.
Mirror questionnaires
Compare two populations with the same questions.
Open questions
Use qualitative answers while keeping comparability.
Real mode
Collect candidate responses in real conditions.
Exports and archiving
Export and document hiring decisions for stakeholders.
See our commitments
Data clarity, human decision-making, and hosting.
HR teams overview
A broader view of HR and recruiting use cases with Harmate.
Ready to test Harmate on your next hire?
We help you build a short, useful, comparable questionnaire.
How it works
Define the role and criteria
Priorities, warning signals, and expectations. Outcome: immediate manager alignment.
Send the questionnaire
Candidate link, reminders, and follow-up. Outcome: simple collection, clear tracking.
Compare and qualify
Criterion-based dashboard and open-answer synthesis. Outcome: a more defensible shortlist.
Share with the manager
Readable summary and points to dig into during interviews. Outcome: faster decisions.