A keyword is a retrieval signal, not a hiring verdict
Keyword search is useful for finding records. Problems arise when exact wording becomes a proxy for competence: equivalent tools, unconventional job titles and experience gained outside formal employment can be overlooked. This is a risk to investigate in your own process, not a claim that every ATS automatically rejects good candidates.
Define evidence before looking for it
Choose the tasks that matter in the role. For each task, define acceptable evidence and a consistent scoring rubric. Distinguish an explicit CV claim from a work sample, a structured interview response and an assessed demonstration. Do not silently treat all four as equivalent.
Keep your ATS; improve the information going into it
Your ATS remains the system of record for applications, communication and hiring decisions. JobUp is developing a talent intelligence and sourcing layer to complement that workflow. Verified assessments, candidate discovery and ATS integrations are not currently available; CV-derived skill mapping is the starting point.
Run a measured pilot
Review an agreed sample with both your existing approach and a structured evidence rubric. Track reviewer disagreement, interview progression and time to a justified shortlist. Look for systematic exclusions and provide reasonable adjustments. Do not assume a higher score establishes fairness or predicts job performance.