One hiring workspace for jobs, candidates and applications, with screening that shows its reasoning for every candidate.
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Priya Shah
Senior Product Designer · Screening
Design systems
Must-haveWeight High“Led the design system at a Series B fintech, 40+ components.”
User research
Must-haveWeight High“Ran 30 interviews a quarter and set up the research repository.”
Mobile and web
Must-haveWeight Medium“Shipped iOS, Android and web apps for 2M users.”
Accessibility audits
Must-haveWeight MediumNo mention of WCAG audits or accessibility testing in the CV.
Fintech experience
Nice-to-haveWeight LowTwo years at a payments start-up, mostly marketing site work.
Suggested follow-up
“Have you run or commissioned an accessibility audit? What changed as a result?”
Screening you can explain
Each CV is checked against the criteria your team agreed. You see what matched, what is missing and the line in the CV that proves it.
Design systems
Must-haveWeight High“Led the design system at a Series B fintech, 40+ components.”
User research
Must-haveWeight High“Ran 30 interviews a quarter and set up the research repository.”
Mobile and web
Must-haveWeight Medium“Shipped iOS, Android and web apps for 2M users.”
Accessibility audits
Must-haveWeight MediumNo mention of WCAG audits or accessibility testing in the CV.
Fintech experience
Nice-to-haveWeight LowTwo years at a payments start-up, mostly marketing site work.
Suggested follow-up
“Have you run or commissioned an accessibility audit? What changed as a result?”
Applicants, candidates from your ATS, uploaded CVs and people Marxel sources all land on the same role, labelled by where they came from and screened against the same criteria.
From your public vacancy
Imported from Greenhouse
Found by Marxel, same criteria
Jobs, sourcing, applications and screening share the same records, so nobody rebuilds context between tools.
Paste the JD and your call notes. Marxel drafts a weighted rubric your team reviews before a single CV is read.
“Portfolio matters more than years. Must have run accessibility audits, we failed one last year.”
Ask who to interview first, who narrowly missed, or why one candidate ranks above another. Answers link back to the evidence.
Which candidates for Product Designer should I interview first?
I’ll start with the Screening Job and its screening results.
Three candidates stand out for Product Designer. I’ve ranked them on the must-haves in your screening rubric.
Interview first
Priya Shah Meets 9 of 10 must-haves. Led a design system at a Series B fintech and has shipped mobile and web.
Amira Hassan Meets 8 of 10. Strong research practice; portfolio shows two end-to-end case studies.
Leo Brandt Meets 8 of 10. Missing formal accessibility work, which your brief marks as must-have.
Flags coded, exclusionary or risky language in a job description before it goes live.
Coded language that research links to fewer applications from women.
Implies an age group rather than a skill.
Post a vacancy with pay and response times, then take applications straight into screening.
Northwind Health · Director · Full-time
£50,000–£80,000 per year · base pay
Send updates from your own mailbox with templates and candidate details filled in.
Hi first_name,
Thanks for your time so far. We’d like to invite you to a portfolio review with our design lead next week.
Product screens shown are synthetic examples for illustration.
Publish a role to the Marxel vacancy board with the details candidates look for first. Applications go straight into screening.
MarxelVacancies£50,000–£65,000 per year · Base pay
The employer aims to give a meaningful update within 10 calendar days.
Northwind Health runs appointment booking for 40 NHS trusts. We are 120 people across Manchester and London.
Own the patient booking journey end to end with two engineers and a PM. Run your own research and ship weekly.
A design system used by several teams. Regular hands-on research. Accessibility audits to WCAG 2.2 AA.
30-minute call, portfolio review with the design lead, then a half-day with the team. Decision within a week of the final stage.
Every vacancy shows the salary range and whether it is base pay or on-target earnings.
Employers commit to when candidates will hear back, and it is shown on the listing.
Organisations pass Marxel’s checks before a vacancy can go live.
Applicants see their stage and the next promised update in My Applications.
How it works
Create a public listing with pay, location and how fast you reply.
Turn the JD and briefing notes into a rubric the team signs off.
Applications, sourced profiles and ATS imports land in one list.
Candidates arrive bucketed, with reasoning, ready for a person to decide.
Keep your ATS as the system of record. Marxel imports jobs and applications, then writes back what you choose.
12 jobs · 348 candidates · synced 4 minutes ago
Add the screening summary, recommendation, and Marxel review link to Ashby.
Map each Screening Bucket to an Ashby pipeline stage before enabling writeback.
Tag candidates in Ashby with their Screening Bucket.
Map each Screening Bucket to an Ashby tag to turn this on.
Map tagsHuman control, by design
Recruiters approve the criteria, can move any candidate between buckets, and every change is recorded with who made it and when.
Security
Built for teams hiring in the UK and worldwide, with data kept to what recruitment needs.
Uploaded CVs are not used to train Marxel-owned AI models.
Default policy: 365 days after last meaningful recruitment activity, subject to exceptions.
Admin and access controls for teams going through IT and security review.
Start with one job and the CVs you already have. Free plan, no card required.
Ashby
Workable
Recruitee
Breezy HR