Recruiting rewards candidates who polish résumés, interview well, and know how to network. That's a different skill from doing the work. Knock surfaces both — and handles the typing, clicking, and tracking so your day is conversations, not paperwork.
The thesis
The first is getting the job — résumés, cover letters, networking, interviewing. The second is doing the job. They aren't the same skill, and the polished applicant isn't always the better hire.
Knock measures both. We score résumés and interviews like every ATS does, but we also run a forced-choice culture instrument, check application effort against the role, and track placement outcomes — so the candidates who are quietly excellent don't get filtered out.
What most tools see
What Knock surfaces too
AI handles every part of the job that doesn't require judgment. You stay on the phone with candidates and clients — the part you're actually good at.
Stop typing
Job descriptions in 30 seconds
Paste a sentence about what the client wants; AI writes the full JD with required skills, preferred skills, and an ideal-candidate narrative.
Personalized rejection emails
AI drafts each pass with what's specific to that candidate, including a free résumé rewrite. You review and send.
Status updates write themselves
Clients see a portal with progress, anonymized shortlists, and feedback controls. The 'just checking in' email goes away.
Stop clicking
Résumés parse on arrival
Skills, locations, experience years, certifications — extracted the moment a candidate applies. No re-keying into a spreadsheet.
Every candidate × every role, ranked
Match matrix scores skills, culture, communication, and location into a single composite. Sort by Fit or by Effort. The good ones rise.
Inbound email finds itself
Reply-by-email works. Knock matches replies to the right candidate by reference code or sender, and threads them automatically.
Stop tracking
Daily Slack briefing
What needs your attention this morning — stale presents, candidates ready to advance, roles going cold. Read it, take action, get out.
Talent pool that re-scores itself
Old applicants are auto-evaluated against new roles. The candidate who didn't fit January's search may be perfect for March's.
Quality of Hire, closed loop
30/60/90-day check-ins fire automatically. You see which placements stuck — and your AI ranking learns from it.
One workspace. Operator and client both see exactly what they need — nothing leaks between them.
Forced-choice culture assessment
Same instrument every candidate, hard to game. Compares against the client's profile to produce a culture-fit score.
AI résumé scoring
Semantic match — 'led a team of 8' is recognized as people management without keyword tricks.
Effort signal from cover letters
A short note tells you whether they actually wanted this role or sent the same letter to fifty firms.
Anonymized client shortlists
Names hidden until interview-booking. Reduces bias on review and lets work be evaluated on signal.
Self-serve interview scheduling
Recruiter proposes slots, candidate picks one from a magic link. Calendar invites and .ics attachments fire automatically.
Branded careers page
Public job board per client with logo, brand color, JSON-LD for Google for Jobs. Salary range and remote scope by default.
Two-way email threading
Send from the platform; replies route back to the candidate's record. No more inbox archaeology.
Client portal with feedback controls
Clients mark candidates as interested or pass right in the portal — no email back-and-forth.
Cross-subject analytics
Build reports across candidates, roles, placements, and QoH responses. Default packs: scorecard, funnel, signal-to-outcome.
The firms who win on relationships, not headcount. Three to thirty seats; one workspace; every client visible.
Independent recruiters
You're the firm. Knock gives you the infrastructure of a team without the overhead.
Boutique agencies
Multiple clients, multiple searches, one dashboard. Stop copying status updates between threads.
Specialty teams
Everyone sees the same pipeline. Role-based access keeps client data scoped to the right people.
We're onboarding firms one at a time so the early product actually works for you. Tell us where you work and Nate will reach out personally to set up a demo.