Shortlists your clients can check.
Minutrix Talent screens finance candidates with a real spreadsheet task and a structured interview. Every claim on the shortlist links to what the candidate said or did, so your client sees why each person is there.
Priya N.
In March revenue missed budget by 9 percent. I split it into volume and price, traced most of it to two delayed store openings worth about 4 percent each, and we reforecast the quarter with the retail director the same week.
From job description to a shortlist the client trusts.
- 1
Paste the job description
You get a role pack: the conditions a candidate must meet, the skills to look for, and the interview questions. You edit it and approve it. Nothing runs until you do.
- 2
Candidates do one 40-minute screening
A few eligibility questions, a spreadsheet task with figures unique to them, and a spoken interview with an AI interviewer, or typed if they prefer. On their phone or laptop, whenever suits them.
- 3
You review the evidence and decide
Each skill is marked strong, weak or unknown. Click one and the exact answer or spreadsheet check behind it lights up. Change any mark with a reason, then sign off.
- 4
Your client gets a pack they can check
One link, no login. They see why each person is on the shortlist and reply with interview, pass or offer. Their answer comes straight back to you.
Four rules the product will not bend.
A shortlist is only worth sending if the person reading it can believe it. These are built into how the system works, not left to policy.
The arithmetic is checked by code
We recalculate every submitted spreadsheet ourselves. A typed-in number, a broken total or an edited input is caught, whatever the file claims.
No evidence means unknown
A skill is only marked strong or weak when it points at something the candidate actually said or did. Otherwise it is unknown, and that is never treated as a fail.
A person makes every decision
Nobody is rejected automatically. The interviewer does not score, the assessment is a draft, and the recruiter signs off each shortlist and each rejection.
How someone sounds is never assessed
Accent, tone, pace, eye contact and confidence are not measured. Only the content of the answer and the work itself.
One piece of proof, used by everyone it helps.
Staffing firms
Send a shortlist the same week the role opens, with proof your client can open and check. Candidates you screened for one client are found again for the next.
- Role packs from a JD or call notes
- Client packs with one link
- Share roles with partner firms, with introductions protected
Finance training companies
Show that learners are ready for work, not only that they finished the course. Set practice for a cohort and see where the group is weakest.
- Cohorts and assigned practice
- Group skill gaps, never individual answers
- See who gets shortlisted
Candidates
Prove a skill once and carry it to the next role. Practise in private as often as you like. You choose which firms see what, and you can delete everything.
- Screenings and typed practice are free
- Spoken practice with a voice coach, first session free
- Sharing you control and can revoke
Questions people ask first.
Does the AI decide who gets shortlisted?
No. It asks the interview questions and drafts an assessment with the evidence attached. A recruiter reads it, can change any mark, and makes the decision. Candidates are told an AI is involved and agree before they start.
Which roles does it cover?
Finance and accounting roles, starting with financial analyst and FP&A, where a spreadsheet task shows real skill. The spreadsheet task today is a budget-versus-actual variance analysis.
Can a candidate cheat the spreadsheet task?
Every candidate gets different figures, so answers cannot be copied. We recalculate the workbook ourselves, so typing in a number or editing a result is caught. Candidates may use the tools they would use at work.
What if a candidate would rather not talk to an AI?
They can type instead of speaking, and they can ask for a human alternative. Voice answers are shown as text they can correct before sending, so a mis-heard word does not count against them.
Who can see a candidate’s data?
A firm sees the screenings it ran. It sees evidence from elsewhere only if the candidate chooses to share it, for a set period. Practice is private to the candidate. Firms never see each other’s candidates, notes or clients.
What does the candidate get out of it?
An answer either way, a profile of what they have proven that carries to the next role, and private practice: typed practice is free, and so is their first spoken session with a voice coach.
Send your next shortlist with the proof attached.
Set up your firm, paste a job description, and invite your first candidates today.