Stop hiring on claims.
Start hiring on verified skill.
Every candidate in the ATLAS pool has sat for a job-relevant, EEOC-validated assessment before you ever open their resume. You see a score, a percentile, and the benchmark for the role. Not an adjective.
A resume is a claim. Nobody checks it.
Screening today is a reading exercise. A recruiter scans adjectives, guesses at competence, and books an interview to find out. That guess costs a small company between $17,000 and $240,000 when it is wrong, and it takes 90 days to discover.
ATLAS moves the check to the front. The same candidate, the same background, but the skill is measured before anyone spends an hour in a room.
Same candidate. Same resume. The second row is the only one a hiring manager can act on.
Three modules. One verified record.
Verification feeds matching. Matching feeds onboarding. The score a candidate earns on day one becomes the performance baseline their manager uses in day ninety.
VerifyIQ
Adaptive, job-relevant skill assessments across 10 departments. Scored against a national benchmark, not a pass or fail. No webcam, no personality test, no IQ proxy.
Explore VerifyIQ →
Module 02AtlasMatch
Matching on verified competency instead of keyword overlap. Every shortlist arrives with a match score and a plain-language reason the candidate is on it.
Explore AtlasMatch →
Module 03PeopleStack
The HR function for companies too small to staff one. Onboarding, documents, compliance calendar, and 30/60/90 check-ins tied back to verified scores.
Explore PeopleStack →
CareerBridge Outplacement
When you have to let people go, you fund their landing. Departing employees get resume rebuild, verification, matching, and coaching. You get a placement dashboard you can show your board. Live today, no platform required.
See CareerBridge →
CareerBridge is running now. The platform follows the revenue.
We are not asking anyone to fund a science project. CareerBridge is delivered today by our sister company, Legacy Careers LLC, using the same coaching system behind 2,500 placements. Every dollar it earns funds the VerifyIQ build.
That sequence is deliberate, and it is why the first employer contract matters more to us than the first line of code.
Five steps from applicant to verified.
This is a real sequence, so it is numbered. Average time from account creation to a verified skills card is under two hours.
Create an account and import a background
Upload a resume or connect LinkedIn. The parser pulls roles, dates, tools and certifications. Nothing is scored yet.
Get an assessment plan, not a test
ATLAS proposes the modules that match the roles the candidate actually wants. A supply chain analyst is never asked to sit a nursing module.
Sit the modules
Adaptive, time-boxed, scenario based. Twenty to twenty-five minutes each. Accommodations under the ADA are requested in the flow, not by email.
Receive a verified skills card
Score, percentile, benchmark, and the modules where the candidate sits below the bar, with a Skills Accelerator path for each gap.
Get matched
AtlasMatch surfaces roles where the verified profile clears the employer's threshold. The candidate sees why they matched and what is still missing.
A shortlist you can defend.
Every candidate on an ATLAS shortlist carries a verified score and a written reason they are there. When a hiring manager asks why this person and not that one, there is an answer that survives the question.
- Threshold, not vibe. You set the minimum percentile per skill. Below it, the candidate does not surface.
- Weighting you control. Skills, experience depth, industry background. Move the sliders, the shortlist re-ranks.
- Cost-to-hire analytics. Your true cost per hire against SMB benchmarks, updated per requisition.
- Audit trail. Every screening decision is logged with the score that drove it. This is what protects you.
We did not start this from zero.
ATLAS Workforce is built on a career services practice that has been placing people for years. The methodology is proven. The technology is what is new.
We know what a hiring manager actually looks at, because we have been the hiring manager. That is the whole thesis.
Anthony Harris · Co-founder and CEOWhy a career services company can build this
Most HR tech is built by engineers who have never run a requisition. Our founding team has sat on hiring panels, run process improvement at a manufacturer, and rebuilt thousands of candidate profiles by hand. We know exactly which claim on a resume is usually false, because we have checked.
The compliance work is the product.
Assessment platforms get sued. We designed for that on day one, and we removed features that would have made us faster but riskier.
EEOC validated
Every module clears a six-step job-relevance validation before it goes live. No module ships unvalidated.
ADA accommodations
Extended time, screen reader support, alternate formats and breaks are architected in, not bolted on.
No biometrics
Webcam proctoring was removed permanently. Illinois BIPA and Texas CUBI exposure is not worth the signal.
Nothing prohibited
No personality profiling, no IQ proxies, no credit history, no criminal record auto-screens, no unvalidated culture fit.
Answers before you ask.
How is this different from a skills test bolted onto an ATS?
A bolt-on test tells you whether one candidate passed one test. ATLAS holds a portable, benchmarked record that follows the candidate across every employer in the network and stays useful after the hire, because PeopleStack uses the same scores as the 30/60/90 performance baseline.
Does an assessment requirement shrink my applicant pool?
Yes, and that is the point. It shrinks the pool at the top of the funnel instead of at the interview stage, where the cost of a wrong guess is your hiring manager's calendar. Employers in the pilot see roughly a quarter of verified applicants clear their thresholds.
What stops a candidate from cheating?
Time-boxed adaptive delivery, item randomization from a large bank, and scenario questions that require judgment rather than recall. We deliberately do not use webcam proctoring. It creates biometric-law exposure in several states and it punishes honest candidates more than it catches dishonest ones.
Is a low score held against a candidate forever?
No. Every below-benchmark result comes with a Skills Accelerator learning path and the candidate can re-sit the module. The record shows the current verified score and the date it was earned.
What does it cost to start?
Verification starts at $39 per check with no platform fee. PeopleStack starts at $1,250 per month. CareerBridge outplacement runs $500 to $2,500 per departing employee depending on tier. Full detail is on the pricing page.
Can I pilot this without replacing my ATS?
Yes. Most pilots run alongside an existing ATS. You trigger a VerifyIQ check from your current workflow and the verified card comes back into your pipeline. Connectors are on the Phase 2 roadmap.
Run one requisition through ATLAS and compare.
Pick a role you are hiring for now. We verify the pool, you compare the shortlist to what your current process produced. Six weeks, one requisition, no platform migration.