Intelligent Talent Acquisition and Skills-Based Hiring
Hire smarter, faster and fairer with explainable AI, 360° candidate evaluation and a skills-first architecture
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The Problem with Traditional Talent Acquisition
It's not the job requirement, It's the signal
Resume-First Bias
Scattered Signals
Slow & Costly
Our Approach: Skills + Workloads Model for Hiring
Draup models the work behind the role, then finds candidates who can do that work.
1
Role → Workloads → Tasks
We convert job requirements into the real work it takes to succeed
2
Tasks → Skills
We deconstruct tasks into capabilities specific to workloads, skills, Licenses & Certifications
3
Adjacency Engine
We expand the search to nearby skills and titles that deliver the same outcomes across functions
Powerful Search
Pinpoint talent with unmatched precision using Natural Language, complex queries and granular filters
Suggested Companies
Target feeders that produce the talent you need-by region and level
Candidate Suggestions
Ranked profiles with the task and skill evidence, level alignment, and location fit
Draup 360
Our Signature Candidate Evaluation Framework
Consolidated & Cleaned Data
Profiles unify data from corporate sites, licensed databases, labor boards, and social platforms - de-duplicated and ghost-free. Jobs are broken down to workloads, task and skills for deep analysis.
Verified Skills & Experience
Skills and career history are validated against job descriptions, career trajectories, and employer context to remove noise and false claims.
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Enriched Digital Footprints
Patents, academic publications, professional certifications, and project work (including GitHub repos, Kaggle competitions, and open-source contributions) are integrated for a 360° skills view.
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Contextual Role Intelligence
Every profile includes location, employer, job title, compensation benchmarks, and career progression patterns, enabling defensible hiring and workforce planning.
Predictive Mobility Signals
Job-change likelihood, career adjacencies, and cross-industry mobility indicators are layered in to guide proactive hiring and retention strategies.
Explainable & Ethical AI
Every profile is bias-checked, lineage-traceable, and human-in-the-loop validated. Outputs comply with NIST AI RMF, ISO/IEC 42001, and EU AI Act standards, ensuring transparency in each hiring decision.
Go from Open Role to Shortlist in One Motion
Parse the role, find adjacent skills, rank by fit, surface warm companies.
Suggested skills
Don’t stop at “Product Management.” Include Product Lifecycle, Prioritization, Empathy, Product Dev, and adjacent skills that predict success
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Suggested companies
Target feeders that produce the talent you need—by region and level
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Candidate suggestions
Ranked profiles with the why—task and skill evidence, level alignment, and location fit
Diversity at the core
Live views across gender, veterans, and racial/ethnic groups to build inclusive shortlists
Outcomes for HR & TA Leaders
Draup gives you data-rich, insight-packed account plans your team can act on -immediately.
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Use Cases
Fill niche roles - without unicorn hunts
- Expand beyond exact‑match keywords using skill adjacencies by leveraging Core Skills, Workloads, and our Adjacency Engine to find talent others miss.
- Pull talent from feeder firms where the role is well‑developed.
Build diverse, qualified pipeline
- Surface qualified talent across underrepresented groups using dedicated Diversity filters (Ethnicity, Gender, Veterans) and a Blind Hiring mode to reduce unconscious bias.
- Track progress by role, level, and region.
Improve quality of hire
- Score fit at the workload level; tie every job requirement to observable tasks and skills required. Benchmark hires against peers, competitors and industry standards.
- Reduce interview cycles with stronger first slates.
Speed up TA operations
- One‑click exports to ATS/CRM; templates for hiring manager intake.
- Auto‑refresh talent pools and watchlists, reduce interview cycles with stronger first slates.
The Draup Advantage
Granular Search
Zero in on the perfect candidate with
30+ filters across
- Capabilities (Core Skills, Workloads)
- Experience (Years in Role, Past Companies)
- Diversity (Ethnicity, Gender, Veterans)
- Accomplishments (Patents, Publications)
Flexible Querying
Search your way,
from simple to complex
- Natural Language: “Find female data scientists in San Francisco”
- Complex Boolean: Build multi-layered queries with AND, OR, NOT
- Filter-Specific Search: Target exact fields for ultimate precision
- Skills & Adjacency Search: Go beyond titles. Search by core, adjacent, and emerging skills
Candidate Insights
See the whole person,
not just the resume
- Verified talent profiles enriched with skills, experience, and academic/professional credentials.
- De-duplicated, ghost-free data enhanced with digital footprints like GitHub repos, publications, and patents.
- Actionable insights including project history and job-change likelihood for smarter hiring decisions.
Enterprises do extraordinary things with Draup
Real stories. Real Success.
Powered by unparalleled global labor & market data
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Seamless Data Exchange with Draup Intelligence
Access insights via APIs, custom feeds, or the Draup platform
APIs & Integrations
Best for
Embedding live insights in workflows without storing data
- Native integrations with 33+ HCM, HRIS, ATS and more, like Workday, SAP Successfactors, etc.
- Real-time access to critical data
- Enhanced security and data Integrity
- Efficient API performance with flexible limits
- Low dev effort to feed existing workflows
Custom Data Feed
Best for
Analytics at scale & joining Draup with internal data
- Highly customizable feeds for workflow needs
- Scheduled pushes to data lakes/warehouses (S3, ADLS, BigQuery, SFTP)
- Scalable use cases with the data
- Integrates with internal data assets for co-pilots/agents
- Overhead to build custom models
Draup Platform
Best for
Fastest time-to-value,
no build required
- Ready-to-use UI with 200+ productized use cases & workflows
- Leverage visualizations & workflows to drive seller action with no overhead
- Enterprise controls: SSO, RBAC, governance
- Integrates UI & functionality into CRM apps
Analyst-Backed. Industry-Validated.
Frequently Asked Questions
What is skills-based hiring?
It’s a talent acquisition strategy that evaluates capabilities (technical + human) and evidence (projects, certifications, contributions) instead of degrees or job titles - widening pools and improving match quality.
How does this improve our talent acquisition strategy?
By aligning sourcing, matching, and offers to skills supply/demand and geo-compensation signals, giving TA leaders a plan they can defend with CFOs and execute with CHROs.
Can it help with emerging roles like AI Engineer?
Yes, Draup provides role blueprints, stack prevalence, university pipelines, and title variants. For Bengaluru + NCR, that’s 4,347 talent, 1,067 postings, and a positive 3-year growth rate.
What outcomes should we expect?
Faster shortlists (25–50% quicker), higher quality-of-hire, better offer acceptance, and measurable cost efficiency with CFO-ready compensation insights.
How do you avoid bias?
We center on skills and observable work. Our platform enables anonymous/blind hiring reviews, provides dedicated diversity filters for proactive sourcing, and logs decisions for audit.
Can we keep our process?
Yes. Export shortlists into your ATS/CRM; keep your approvals and interview flow.
What data do you need to start?
The job description, sample top performers, and preferred companies/regions. We enrich from market data.
How accurate are adjacent‑skill matches?
They reflect market patterns and peer hiring; you can tune weightings per role.
How granular can our searches be?
Extremely. You can combine dozens of our 30+ filters - like Core Skills, Years in Current Company, and Location - using complex Boolean logic to create highly specific talent pools that would be impossible to find otherwise.
Can we find talent based on more than a resume?
Absolutely. Our 360° candidate profiles aggregate data from numerous sources, including GitHub repositories, publications, patents, and projects. This allows you to find talent based on proven work and real-world accomplishments, not just job titles
How does Draup 360 strengthen hiring?
By consolidating candidate data, merging duplicates, removing ghost profiles, and ensuring every profile contains essential details like location, role, and employer.
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