Midas scores both recruiting calls — the triage screen and the full hiring interview — with criterion-level scorecard feedback, then grades the candidate. You know how well each call was run, and whether this is someone worth hiring.
Triage screen and full interview — both scored, coached, and tracked.
Most tools stop at sales. Midas grades the people you bring in — scoring the interview itself and the candidate behind it, so you hire on evidence, not a gut feeling after a four-minute call.
The full interview graded across 9 categories — experience, process, problem-solving, fit, the offer, and the close.
A separate 0–35 score across 7 hiring dimensions, with a clear Strong Hire / Consider / Pass band the owner can act on.
The no-poaching, client-ownership conversation is a make-or-break gate — skip it and the interview score is capped, automatically.
Existing client bases, missing insurance, untested problem-solving — the risks a rushed interview hides are pulled to the top.
Every candidate must understand and agree, out loud, that clients belong to the company — no poaching, no side work. Midas weights this category 2× and gates it: if the boundary is never set, the whole interview score is capped, no matter how well the rest went.
Recruiting isn't one call. Midas grades the quick triage screen — confirming the non-negotiables and booking qualified candidates — and the deep hiring interview, each with its own criterion-level scorecard and coaching feedback. Both roll up as a rep's Recruiting skill, so your recruiters get better at hiring, too.