Resume Screening & Matching
Analyze resumes at scale, identify key skills, and surface the best-fit candidates for your roles.
Two hundred CVs for one technical hire
A technical role posted on a Monday can draw several hundred applications within a week. A recruiter often reads through them in the evening, between meetings, looking for hands-on experience with a specific type of site or sector, criteria rarely phrased the same way twice across the pile.
The score that filters out the right outliers
A system tuned on keywords rewards CVs that echo the exact wording of the job ad. A self-taught candidate or a career changer, whose real experience does not show up in job titles, ends up ranked near the bottom even when their background fits the role. If the recruiter stops reading at the score, for lack of time to go through everyone, that candidate is never seen, and the same pattern repeats for anyone whose CV was written by someone else.
Describing the role beyond the job ad
This depends on a recruiter or hiring manager having spelled out the real requirements, including implicit ones like familiarity with a certain type of site or the level of autonomy expected, rather than defaulting to the published job ad. Skip that step and the ranking reproduces the biases baked into the ad’s wording. For a small pool of applications, this clarification work often takes longer than simply reading every CV directly.
A starting ranking, a list you keep reopening
We extract skills, experience and qualifications from each CV and compare them against criteria agreed with the recruiter. The resulting ranking stays a starting point for reading: candidates just below the cut-off remain visible, and the recruiter keeps the ability to reopen the list or adjust criteria between campaigns.