We measure hiring by who's still there in a year.
Astris HR was built on a simple observation: the job market for refugees, immigrants, and second-chance workers is full of people who could be excellent employees and full of employers who want them. The problem isn't a shortage of workers or a shortage of jobs — it's that the systems meant to connect the two don't understand what either side is really offering.
Old-fashioned resume screening was built for a job market that no longer exists.
The hiring software most employers use today was designed for a workforce that wrote polished English resumes for standard job postings. It rewards one thing: the number of applications that come in.
That approach fails the people we serve. An Agricultural Supervisor from Kandahar with seven years of team leadership and inventory experience never surfaces in a keyword search for "Warehouse Lead." A Tigrinya-speaking nurse aide is invisible to a search that assumes every resume is written in English.
And judging success at the moment someone is hired — instead of at the 90-day mark — hides the problems that actually determine whether a family stays out of poverty.
The Astris HR Model: matching that understands real people and real jobs.
The Astris HR Model is the technology at the heart of our platform. It reads resumes in more than 35 languages, keeps a person's foreign qualifications intact, recognizes when skills from one job carry over to another, and weighs how well each person fits each role from several angles at once.
Every match comes with an estimate of how likely the person is to stay in the job, along with a clear, plain-language explanation of why they were matched. Our team reviews the quality of those matches, and the platform keeps improving as real hires play out over time. None of this is hidden away — caseworkers, candidates, and employers all see the same reasoning.
This is the platform we wished existed. We're building it because it didn't.
How we make product decisions.
Staying employed is what counts
We judge every decision by one question: does it make it more likely that a placed worker is still employed 90, 180, and 365 days later? The number of applications received is a hollow measure of success.
Transparency over polish
Every match score comes with the reasoning behind it, in plain language anyone can check. We'd rather be a little rough around the edges and a lot more honest.
The candidate approves everything
When a resume is turned into a profile, the candidate has to review and approve it before any employer sees it. No surprises, no misrepresentation, and no assumption that the details are right until the person confirms them.
Multilingual is not a feature
It's the starting point. A system that only works in English can't serve the job market we're built for. We design for other languages from the beginning rather than bolting them on later.
Caseworkers are not an afterthought
In refugee and second-chance hiring, the caseworker is at the center of everything. We design for them as a primary user — their workflow, their portal, their reporting — right alongside employers and candidates.
Learn from real outcomes, not guesswork
The Astris HR Model improves by studying what actually happens: who gets hired, who stays, and why jobs end. It does not rely on borrowed or invented data.
Who we serve.
Refugee resettlement agencies
Federally-funded resettlement organizations placing newly-arrived refugees into employment as part of the ORR initial reception window.
Workforce development boards
Local and regional workforce agencies serving immigrants, ESL learners, and second-chance workers.
Mission-driven employers
Companies actively building inclusive talent pipelines and willing to invest in onboarding, training, and language support.