Bower reviews every application, questions the best, and hands you the five worth meeting.

It learns the role from you first. Every application is read in full, the gaps are settled in a short voice interview with the candidate, and nobody is auto-rejected by AI.

Book a demo See how it works

A CV and a job description don't give you enough to confidently choose who to interview.

Their CV
Sophie Whitfield
Account Executive · Manchester
Experience
Account Executive, Braddock2023 — now

Consistently beat target across two years.

Managed a pipeline of enterprise accounts.

Closed complex, multi-stakeholder deals.

Sales Executive, Corliss2021 — 2023
Education
Your job description
Account Executive
Full time · Hybrid, Manchester · £55k plus commission
About the role
What we’re looking for

A proven track record in B2B sales.

Comfortable owning the full cycle.

A self-starter who thrives in ambiguity.

Beat which target, and by how much?
Did she build that pipeline, or inherit it?
How many stakeholders, over how many months?
Proven against what number, in whose market?
Full cycle at what deal size, with how much support?
Meaning no SDR, no playbook, no manager?
Their CV
Sophie Whitfield
Account Executive · Manchester
Experience

Consistently beat target across two years.

Managed a pipeline of enterprise accounts.

Closed complex, multi-stakeholder deals.

  • ?Beat which target, and by how much?
  • ?Did she build that pipeline, or inherit it?
  • ?How many stakeholders, over how many months?
Your job description
Account Executive
Full time · Hybrid, Manchester · £55k plus commission
What we’re looking for

A proven track record in B2B sales.

Comfortable owning the full cycle.

A self-starter who thrives in ambiguity.

  • ?Proven against what number, in whose market?
  • ?Full cycle at what deal size, with how much support?
  • ?Meaning no SDR, no playbook, no manager?

So you interview more people than you need to.

Here's how to spend your interview time on only the best candidates, in five steps:

Step 1

Bower learns what you're actually looking for

You talk. Not a form, not twenty questions. Say everything you would say to a recruiter over coffee, in one go, and stop when you run dry.

Only then does Bower come back, and only on what you left open. You end with a written brief and a rubric, in your own words.

You, the hiring managerspeaking, about this role
Brief conversation07:42
BowerI've read your job description. Three lines I need more on: "A proven track record": against what number? "Owning the full cycle": at what deal size? "A self-starter": meaning no SDR? Answer them however you like. I'll come back on anything left open.
YouAccount Executive, first proper sales hire. They need to have carried a number of their own, around £300k, and actually hit it. The last two came off the agency side and had never owned a quota, which is the bit I keep getting wrong. No SDR, so they build their own pipeline from day one. Mid-market, not enterprise. I'd take someone rough who can find deals over someone polished who can't.
BowerOne thing you left open. Would you take a brilliant closer who has never sold software?
YouYes, if they've sold something with a real sales cycle.
✓ Closed deals start to finish ✓ Carried £300k and hit it ✓ Built their own pipeline
Step 2

Every application, reviewed as thoroughly as the first

The hundredth application gets the same careful read as the first, against the same criteria, in your words. No keyword matching. No scores out of 100.

Where a CV can't answer one of them, Bower doesn't guess and it doesn't mark them down. It notes the question and takes it to the candidate.

Your criteria
Sophie
James
Priya
Callum
Has closed deals start to finish, not just managed accounts
✓✓✕✓
Carried a number of £300k or more, and hit it
✓?✕✓
Built the pipeline themselves rather than inheriting it
?✕✕✓
✓ the CV shows it ✕ it does not ? only they can answer, so step 3 asks them
Step 3

A short voice interview fills in what the CV left out

Not a phone interview. Not video. A short spoken conversation, whenever suits them. They talk first, in one go, and Bower only comes back on what their CV left open.

Candidates are told plainly: no automated decisions are made here. Your application is of interest. This adds what the CV couldn't show. That's why they finish it.

Sophie, the candidatespeaking, in her own time
BowerTalk me through your two years at Braddock in your own words. Numbers, what you sourced, how you sold.
SophieCarried £300k, hit 140% two years running. Maybe two thirds of that I found myself, mostly outbound into mid-market. There was no SDR on my patch so everything in the pipeline I opened. Longest deal was about nine months and four people in the room.
BowerOne gap your CV left. Did you build that enterprise pipeline or inherit it?
SophieBuilt it. Every account in there I opened myself.
Step 4

Optional: every applicant leaves with a stronger CV

If you switch it on, every applicant gets suggestions for their own CV, based on what they shared. Where it undersold them. What to put a number on, what to cut.

Most applicants never hear from an employer again. Everyone who did not get this job still comes away better off, with your name on it.

Her CV
Sophie Whitfield
Account Executive · Manchester
Experience
Account Executive, Braddock2023 — now

Consistently beat target across two years.

Managed a pipeline of enterprise accounts.

Sales Executive, Corliss2021 — 2023
Education
Keep140% of £300k at Braddock. Lead with it.
AddYou sourced two thirds of that pipeline yourself. Put it on.
Reword"Managed a pipeline" becomes "built my own pipeline and closed £300k from it".
Step 5

You meet the five best. You decide everything.

You get everyone back, strongest evidence first, with the reasoning and whatever the conversation added. Nobody was removed on the way.

You choose who gets a human interview. Bower doesn't have a reject button.

1
Sophie W.
2
James O.
3
Priya L.
4
Callum B.
5
Amara D.
Invite to interview

It works inside your ATS. Or without one.

Everything Bower learns is written back to the candidate's profile in your ATS. The notes, the voice interview summary, the shortlist. Starting with Workable, more to follow. No ATS? Bower runs on its own.

Workable · Sophie W.via Bower
Sophie W.Interview stage
Sophie-W-CV.pdfattached
✦ Bower summaryFull-cycle closer. 140% of £300k, confirmed in the voice interview. Two thirds self-sourced.

Bower makes no decisions. It makes yours easier.

The problem was never rejection. It is that at 200+ applications the good ones get missed, and you never find out you missed them. Everyone here gets read. Which is also what keeps you the right side of UK GDPR and the EU AI Act.

  • ✓
    Nobody is auto-rejectedThere is no automated decision here, so the rules about them never bite.
  • ✓
    Every applicant stays visibleShowing you only the best five would itself be the decision. Bower hides nobody from you.
  • ✓
    Every ranking comes with its reasoningWhen a candidate asks why, you can tell them. That is their right, not a courtesy.
  • ✓
    Candidates are told before they startThey know they are talking to software and that a person decides. Told up front, not after a complaint.
  • ✓
    Nothing is inferred from a name or a voiceNo emotion reading, no guessing at protected characteristics. Only what you asked for.
Bower, named for the bowerbird. It collects everything, arranges it with care, and presents it to be judged. It never throws anything away, and it never chooses.

Start interviewing only the people worth interviewing.

Fifteen minutes on a role you are hiring for right now. I will show you how it works and give you a straight answer on whether it would help. It is early days and I will not pretend otherwise.