Hire reliable workers from a pipeline you can trust.
Astris HR connects you with refugee, immigrant, and second-chance candidates — pre-screened, confirmed by the candidate, and ranked on how well their skills, schedule, and likelihood of staying fit the role. The hiring workspace is yours to run.
Ranked matches the day you post — no sourcing grind.
Candidates scored on likelihood of staying, not just fit.
Profiles confirmed by each candidate, with work authorization verified.
A hiring pipeline that works the way your team already does.
Upload the JD. Astris does the rest.
Upload your job description
Upload a PDF or Word file, or paste the text. Astris HR reads out the skills, certifications, responsibilities, schedule, benefits, languages, and physical requirements.
Review and edit
Correct anything Astris HR read wrong and rate the result. Astris HR learns from your edits. Publish when you're ready.
See ranked candidates
Every match comes with a clear score, the transferable skills that carry over from a candidate's past work, any gaps to note, a plain-language explanation of the fit, and an estimate of how likely the candidate is to stay.
Run the pipeline
Move candidates across your board — from first look through Screening, interviews, Offer, Hired, and past their first 30 days. Each move sends the right email automatically.
Three screens cover most of the day.
A pipeline board for moving candidates through each stage. A retention dashboard for tracking how long your hires stay. And a candidate detail view when you want to look closer.
Original resume. Astris version. Side by side.
Every candidate card shows the original resume next to a clean, organized version from Astris HR, along with the fit score, any gaps to note, the transferable skills that carry over from past work, and a plain-language explanation of the match. You reach out by email through Astris HR, and each message is saved to the candidate's timeline.
- A clear fit score, with a breakdown of what drives it
- Transferable skills shown as from → to, so the fit is easy to see
- Badges that flag missing certifications and constraints
- A plain-language explanation written for every match
- One-click moves to advance a candidate through the pipeline
- One-click 'Contact via Astris' email — saved on the timeline
- Crop Cultivation → Inventory Handling
- Tractor Operation → Forklift Operation
- Team Leadership → Team Leadership (direct)
What employers ask, answered.
How do candidates get on the platform?
Caseworkers at refugee resettlement and workforce development organizations upload resumes, or build them from a conversation with the candidate. Astris HR organizes each profile, the candidate confirms it, and then they're ready to be matched.
Can we trust the resume data?
Yes. Every candidate reviews their profile and approves it before any employer can see it. If something is wrong, the candidate flags it and the caseworker corrects it.
What languages do you support?
We read resumes in 35+ languages, and offer the platform in 8 languages with follow-up text messages in 8 — including Pashto, Dari, Tigrinya, Karen, Rohingya, Sorani Kurdish, and Levantine Arabic.
How is the score computed?
Astris HR weighs eight things: skills, experience, logistics (schedule and commute), likelihood of staying, language, education, workplace fit, and interview readiness — with skills counting the most. It credits both exact skill matches and closely related skills a candidate can carry over, and it won't surface an unrelated role just because the schedule lines up.
What about retention?
Astris HR estimates how likely each candidate is to stay, drawing on several proven forecasting methods combined into a single number. Today these estimates are validated on internal test data, with real-world benchmarking still to come. After a hire, candidates get friendly follow-up texts in their language at the 30-, 90-, 180-, and 365-day marks, and what actually happens feeds back in to sharpen future estimates.
Does Astris HR improve as we hire?
Yes. Astris HR learns from four things: how you rate its matches, how your hires actually work out, and any corrections to resumes or translations. Real hiring outcomes sharpen the likelihood-of-staying estimates, and your corrections make future resume reading more accurate.
Do you support WOTC?
We support the paperwork side of the Work Opportunity Tax Credit — Form 8850 screening and milestone reminders built into the hiring workflow. Whether a given hire qualifies depends on the program being authorized and in effect at the time, which is up to Congress, so we can't guarantee the credit itself.
Do you integrate with our ATS?
Not yet. A way to connect Astris HR to your existing system is on the roadmap. For now, the platform stands on its own for refugee and immigrant hiring.