The Nodi ATS: How Nodi Evaluates Candidates and Moves Them Through Your Pipeline

Most platforms give you a place to store candidates. They show you who applied, let you add notes, and maybe send an automated rejection email. But the actual work of evaluating people, deciding who moves forward, and keeping the process from stalling still falls entirely on your team.

Nodi is built differently. The evaluation layer is built in. The pipeline moves on its own. And when you need to find a specific type of candidate fast, you can just ask for them.

The goal is not to give your team more tools to manage. It is to give them a system that manages itself, so they can focus on the decisions that actually require human judgment.

The AI Agent: Search for Candidates Like You're Talking to a Person

One of the most powerful features in Nodi is the AI agent. Think of it like a ChatGPT that has access to over 900 million candidate profiles across LinkedIn, Nodi's own network, and other databases.

You type what you are looking for in plain language. Not a form, not a filter menu. Just a conversation.

The agent pulls candidates that match your description, ranks them, and surfaces their full profiles for you to review. You can refine the search, go deeper on specific requirements, or ask for something completely different. It works the way you think, not the way a search form forces you to think.

Rich Candidate Profiles

Every candidate in Nodi has a profile that goes well beyond a resume. When you open someone's profile you see the full picture.

AI Interviews with Custom Evaluation Criteria

Nodi's AI interviews are not generic screening calls. You tell the AI exactly what to focus on for this role, and it evaluates every candidate against those specific criteria.

Before the interview runs, you define your priorities. Maybe you care most about how a candidate handles ambiguity, their approach to system design, and how clearly they communicate technical ideas. You set those as your criteria and weight them however you want.

The AI runs a structured interview with every candidate. Afterwards, you get a ranked breakdown of how each person performed across the criteria you defined. Not a generic score — a specific read on the things you told it to focus on.

You are not just getting a pass or fail. You are getting a scored profile of each candidate across the exact dimensions you care about, so the comparison between candidates is actually useful.

A Pipeline You Build and Control

Every company runs their hiring process a little differently. Some do two rounds. Some do four. Some have a technical screen before a culture conversation. Nodi does not force you into a fixed structure.

You build your pipeline the way your process actually works. Define your stages, name them whatever makes sense for your team, and set the order. Once it is set up, candidates move through it and your team sees exactly where everyone stands at every moment.

Moving candidates between rounds

When a candidate is ready to move forward, you advance them to the next stage in one click. If you want to automate that transition based on a score or a completed evaluation, you can do that too. The pipeline stays current and everyone who needs visibility has it.

Bulk and individual candidate communication

Once you know who you want to move forward, communicating with them should be fast. Nodi has pre-written email templates built into the platform for every common scenario: inviting someone to the next round, scheduling an AI screening, requesting an assessment, sending a rejection with care.

You can send to a single candidate or to a group at once. Select the ones you want, pick the template, personalize if you need to, and send. Every communication is logged on the candidate's profile so anyone on the team can see the full history.

Optional: assessments at any stage

Technical and psychometric assessments are available as optional tools you can add to any stage of your pipeline. If you want to send a coding challenge after the AI interview, you can. If you want a psychometric evaluation before the first human conversation, that works too.

They are not required. Some roles need them, some do not. When you do use them, the results land on the candidate's profile and factor into their overall ranking automatically.

The Impact in Numbers

Clients like Globant, MoneyGram, Aldeamo, Finkargo, and Correcto use Nodi's evaluation and pipeline features to run structured, consistent hiring processes without building a large recruiting operation to support them.