Analyze Candidate – Role fit is a Quick Action in Chat with ReCo. It sets the CV, the transcript and your notes against the job description and shows, for each requirement, where the evidence meets it, partly meets it or is missing, with deep-dive questions for the next round. ReCo organizes the evidence; the recruiter makes the assessment.
Senior PM in B2B fintech SaaS (Revolut Business) with relevant domains.
Direct ownership of onboarding, KYC and account activation; prior regulatory work at ING.
Has led multi-team work, but the scale and formal authority are not fully clear.
Has not formally managed PMs; mentors one junior PM.
Stated preference and commute conflict with the expected on-site frequency.
Chat with ReCo in a demo session: the candidate-role fit analysis for a Product Lead role.
The analysis uses the session context you already built, so there is nothing to upload or explain.
The job description, the CV and your Session Guide are in the session; the transcript and notes build up during the call.
One click lists each role-defining requirement with the evidence that meets it, partly meets it or is missing.
Use the gaps and the deep-dive questions in the next interview, and add your own assessment to the report.
A filled example for the Product Lead role, and a blank template to copy. Missing evidence is not the same as not meeting a requirement: it is a question for the next conversation.
| Criterion | Evidence (interview and CV) | Missing information | Follow-up question | Recruiter assessment |
|---|---|---|---|---|
| B2B fintech product ownership | Owns onboarding, KYC and activation at Revolut Business (CV and interview). | None | - | Meets |
| Measurable outcomes | Onboarding completion up about 12-15%, manual reviews down about 20% (interview). | Baseline and own share of the impact | What was the baseline, and what moved it? | Meets, to confirm |
| Leading across teams | Led onboarding changes with engineering, design, risk and operations (interview). | Formal authority and team size | Who reported to you on that initiative? | Partly meets |
| Managing Product Managers | Mentors one junior PM (CV and interview). | Performance reviews, hiring, hard feedback | Tell me about the hardest feedback you have given. | Not evidenced yet |
| 3-4 days a week in the office | Prefers 3-4 days remote (interview). | Flexibility on either side | Ask the client whether the policy can flex. | Does not meet as stated |
A structured view of fit makes it easier to decide the next step and to explain it.
Nothing role-defining gets lost between the CV, the transcript and your notes.
Gaps turn into concrete deep-dive questions, so the next interview tests what is still unclear.
ReCo does not score or rank candidates. It lays out the evidence, and you make the call.
"Here, the reports are precise, and the tone is formal, without unnecessary embellishment."
What the analysis shows, what it uses and who decides.
From interview to recommendation. 50–80% faster.
Less than the cost of writing one recommendation report manually.
The same workspace for the whole team, priced around its size.
Interview admin went from the heaviest part of the day to something that barely registers.