Filtering and Sorting

Filtering and Sorting Candidates

Efficiently navigate large candidate pools to identify top prospects.

Why Filter and Sort?

With dozens or hundreds of candidates, filtering and sorting help you:

• Focus on top performers
• Identify specific skill matches
• Spot red flags quickly
• Organize candidates by priority
• Create shortlists for interviews

Quick Filters

By Assessment Status

Completed: Candidates with finished assessments

In Progress: Currently being assessed

Not Assessed: Haven't been evaluated yet

Failed: Assessment encountered errors

Use case: Focus on completed assessments when making decisions; check failed to retry.

By Score Range

Excellent (85-100): Top tier candidates

Good (70-84): Strong contenders

Moderate (55-69): Borderline candidates

Poor (below 55): Likely not suitable

Custom range: Set your own min/max scores

Use case: Quickly view only candidates above your threshold.

By Assessment Date

Last 24 hours: Recently assessed

Last week: Recent evaluations

Last month: Current pipeline

Older: Historical candidates

Use case: Prioritize recent candidates who are likely still available.

Advanced Filters

By Skills

Filter candidates who have specific skills:

1. Click "Filters" → "Skills"
2. Select required skills from list
3. Choose match type:
   • Has all: Must have every selected skill
   • Has any: Must have at least one
   • Doesn't have: Excludes candidates with skill

Use case: Find candidates with specific technology stack experience.

By Agent Score

Filter based on individual agent performance:

• Pragmatist score: 80+ for experienced candidates
• Visionary score: 75+ for leadership potential
• Investigator score: 70+ to avoid red flags
• Culture Vulture score: 75+ for cultural fit
• Devil's Advocate score: 65+ to filter high-risk candidates
• Strategist score: 80+ for long-term value

Use case: Different roles require different agent emphasis.

By Experience Level

Entry Level: 0-2 years

Mid-Level: 3-5 years

Senior: 6-10 years

Lead/Principal: 10-15 years

Executive: 15+ years

Use case: Match candidates to role seniority requirements.

By Education

• High school
• Associate degree
• Bachelor's degree
• Master's degree
• Doctorate
• No degree required

Use case: Filter for roles with specific education requirements.

By Current Status

Filter by hiring pipeline stage:

• New applicants
• Under review
• Phone screen scheduled
• Interviewed
• Offer extended
• Hired
• Rejected
• Withdrawn

Use case: Focus on candidates at specific interview stages.

Sorting Options

Sort by Score (High to Low)

Default sorting: Best candidates appear first.

Use when: Finding top performers quickly.

Sort by Score (Low to High)

Reverse view: Weakest candidates first.

Use when: Identifying who to remove from pipeline.

Sort by Name (A-Z)

Alphabetical order.

Use when: Looking for specific candidate or creating organized lists.

Sort by Date Added (Newest)

Most recent first.

Use when: Reviewing new applicants or tracking sourcing efforts.

Sort by Date Added (Oldest)

Earliest first.

Use when: Ensuring older candidates aren't forgotten.

Sort by Assessment Date

Recently assessed first.

Use when: Focusing on latest evaluations.

Sort by Agent Score

Sort by any individual agent:

• By Pragmatist score
• By Visionary score
• By any of the 6 agents

Use when: Prioritizing specific agent's perspective.

Combining Filters

Multi-Filter Example 1: Senior Technical Role

Score: 75+
Pragmatist: 80+
Skills: Python, AWS (has all)
Experience: Senior or Lead
Status: Not rejected

Result: Experienced technical candidates who are strong matches.

Multi-Filter Example 2: Culture-Focused Hire

Culture Vulture: 80+
Devil's Advocate: 70+ (low risk)
Investigator: 75+ (no red flags)
Status: Completed assessment

Result: Candidates with strong cultural fit and low hiring risk.

Multi-Filter Example 3: High-Potential Junior

Visionary: 85+
Strategist: 75+
Experience: Entry or Mid-Level
Score: 70+

Result: Junior candidates with exceptional growth potential.

Saving Filter Sets

Create reusable filter combinations:

1. Configure your filters - Set all desired criteria
2. Click "Save Filter Set"
3. Name it (e.g., "Senior Backend - Top Tier")
4. Access anytime from "Saved Filters" dropdown

Common saved filters:

• "Interview Ready" (score 75+, no red flags, completed)
• "High Potential Junior" (Visionary 80+, entry level)
• "Technical Specialists" (Pragmatist 85+, relevant skills)

Bulk Actions on Filtered Results

After filtering:

1. Select all - Click checkbox in header
2. Choose bulk action:
   • Change status
   • Add tags
   • Assign to team member
   • Request assessments
   • Export data

Use case: Move all high-scoring candidates to "Interview Scheduled" status at once.

Smart Filters (AI-Suggested)

System suggests filters based on your campaign:

"Top Performers": Score 85+, no red flags

"Strong Cultural Fit": Culture Vulture 80+

"Experienced Specialists": Pragmatist 85+, Senior level

"High Potential": Visionary 80+, Strategist 75+

Access from "Suggested Filters" menu.

Reset Filters

Clear all active filters:

• Click "Reset Filters" button
• Or press Cmd/Ctrl + Shift + R

Returns to full unfiltered candidate list.

Filter Indicators

When filters are active:

• Badge shows count: "Showing 12 of 87 candidates"
• Active filters listed: Visual chips showing each filter
• Click chip to remove: Quick way to adjust filters

Best Practices

Start broad, narrow down: Begin with one filter, add more to refine.

Save common filters: Don't recreate the same filter sets repeatedly.

Sort before filtering: Sometimes sorting reveals patterns that help you decide what to filter.

Check "hidden" candidates: Periodically reset filters to ensure you're not missing anyone.

Next Steps

• Use comparison tool on filtered results
• Apply assessment data to decisions
• Export filtered lists

Quick Tip

Keyboard shortcuts: Press 'F' to open filters, 'S' to open sort menu, 'Esc' to close.