Hiring & Recruitment Terminology
What Is an Applicant Tracking System (ATS)?
Software that automates recruitment, from posting jobs and collecting applications to screening candidates and managing hiring pipelines.
98% of Fortune 500 companies use an ATS.
Read full guide →Signal-Based Hiring
A hiring methodology that evaluates candidates on measurable outcomes (revenue, teams scaled, systems built) instead of keyword frequency.
The approach that powers Curriculo ATS’s scoring engine.
Read full guide →Impact Scoring
A composite candidate score (0–100) calculated across role fit, measurable outcomes, and contextual relevance. Replaces keyword matching with outcome-based evaluation.
See how it works →AI Resume Screening
Using artificial intelligence to parse, evaluate, and rank job candidates automatically, replacing manual resume review with intelligent scoring.
83% of companies use AI for screening in 2026.
Read full guide →Candidate Ranking
The process of ordering candidates by signal strength, evaluating quantified achievements, career trajectory, and role fit to surface the best matches.
Learn more →Hybrid Search
A search method combining text matching, semantic vector search, entity extraction, and LLM ranking to find candidates even when exact keywords don’t match.
See AI Search →Hiring Pipeline
A visual workflow of stages (Applied → Screened → Interview → Offer → Hired) that tracks candidates through the recruitment process.
See Pipeline →Careers Portal
A public-facing website where companies list open jobs and candidates apply. Modern portals include custom branding, dynamic forms, and SEO optimization.
See Careers Portal →How These Concepts Connect
An ATS is the system. Signal-based hiring is the methodology. Impact scoring is the measurement. AI screening is the automation. Together, they replace manual hiring with intelligent, data-driven decisions.