Pro Model vs Standard: External Research for AI Scoring

Understand the difference between standard and premium AI scoring models and when to use each.

Two AI scoring models

100Hires offers two AI models for candidate scoring:

Standard model

The standard model analyzes data available in 100Hires:

Data sources used:

• Candidate's resume
• All profile fields
• Questionnaire responses
• Evaluation forms
• Email messages to/from candidate
• Discussion notes
• Job description

Best for:

• High-volume initial screening
• Junior to mid-level positions
• When profile data is sufficient
• Conserving AI credits

Premium model

The premium model does everything the standard model does, plus external research.

Additional capabilities:

• Searches external information about candidates
• Researches candidates' past employers
• Finds company details: products, headcount, industry
• Provides deeper context for career history

What Premium Model Can Find:

• Company size and growth trajectory of previous employers
• Industry and product focus of past companies
• Whether previous companies were startups, enterprises, etc.
• General company reputation and market position

Best for:

• Executive and senior leadership searches
• Roles where company background matters
• When you need context beyond the resume
• Final candidate comparisons

Enabling premium model

1. Open a job
2. Go to the AI Scoring tab
3. Find the premium model toggle
4. Enable: "Premium model (2× smarter; can find external info about candidates' past employers: products, headcount, industry, etc; ~10× AI credits per run)"
5. Save

Credit considerations

Premium model uses approximately 10x more credits per candidate scored.

Example calculation:

• 100 candidates to score
• Standard model: 100 credits
• Premium model: ~1,000 credits

Strategy to optimize:

1. Use standard model for initial screening
2. Reserve premium model for shortlisted candidates
3. Pre-filter with knockout questions before any AI scoring

When to use each model

Use standard model when:

• Screening large applicant pools
• Role doesn't require specific company experience
• Budget/credits are limited
• Profile data is comprehensive

Use premium model when:

• Hiring for leadership positions
• Industry experience matters (need to verify company types)
• Evaluating candidates from unfamiliar companies
• Making final decisions between top candidates
• Company pedigree is a key criterion

Limitations

Both models can only assess documented information:

• Cannot evaluate speaking ability from resume alone
• Cannot assess personality without interview notes
• Cannot verify claims not documented elsewhere

Premium model adds context but doesn't verify factual accuracy of resumes.

Updated on: 24/12/2025