Screening CVs Is Not a Good Use of Anyone's Week.
The mechanical half of hiring automated end to end: sourcing, parsing, screening, scoring, scheduling and follow up, with the decision left to your team.
- No obligation, no sales script
- You own the code
- Fixed scope after discovery
100+
Projects delivered
98%
Client satisfaction
30+
AI and automation experts
24/7
Support and maintenance
Trusted by forward thinking brands worldwide. Every build ships with documentation, training and full source code ownership.
What the status quo is costing you
Volume
Hundreds of CVs, one shortlist
Most of a recruiter's week goes on reading applications that were never going to fit.
Scheduling ping pong
Booking interviews takes days of emails
Good candidates accept another offer while the calendar invite is still being negotiated.
Silence loses people
Candidates hear nothing for two weeks
The best ones are gone, and the ones who wait remember how it felt.
The automated recruitment pipeline
Hiring has two halves. One is reading, sorting, scheduling and chasing paperwork. The other is judging whether someone will do well in your team. Only the first half should be automated.
We build the pipeline that handles the mechanical work end to end, then hands your team a shortlist with the reasoning visible, so the decision stays where it belongs.
Hours to minutes
First pass CV screening
Same day
Interview scheduling, no email chains
Every applicant
Gets a reply, including a no
The recruitment lifecycle, end to end
-
Job
The role is defined once, and the requirements become the criteria everything else is scored against.
-
Applications
CVs arrive from job boards, your careers page, referrals and email, into one pipeline.
-
AI screening
Each CV is parsed and assessed against the stated requirements, not against a vague impression.
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Scoring
A score with its reasoning attached, so a recruiter can see why a candidate ranked where they did.
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Interview
Candidates self book into the right calendar, with the panel and questions already prepared.
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Shortlist
A ranked list your hiring manager reviews, accepts, overrides or sends back.
What gets automated
Job description generation
- Draft from the role brief
- Match your tone and format
- Inclusive language check
- Required vs nice to have split
- Salary band guidance
- Multi board formatting
Candidate sourcing
- Job board posting
- Referral link tracking
- Talent pool re engagement
- Passive candidate search
- Application source attribution
- Duplicate detection across sources
CV parsing
- Contact and work history
- Skills and tools extracted
- Education and certifications
- Employment gaps flagged
- Any format including PDF and scans
- Structured profile per candidate
AI candidate screening
- Assessed against stated requirements
- Knock out criteria applied first
- Relevant experience weighted
- Reasoning written for every decision
- Consistent across all applicants
- No shortlist without an explanation
Candidate scoring
- Skills match
- Experience depth
- Role and industry fit
- Availability and location
- Score bands not false precision
- Tuned against your past good hires
Interview scheduling
- Self service booking
- Panel availability matched
- Timezone handling
- Automatic reminders
- Reschedule without email chains
- Calendar and video link created
Candidate communication
- Acknowledgement within minutes
- Status updates at each stage
- Interview prep sent automatically
- Rejections that actually get sent
- Feedback templates
- Offer stage coordination
HR and ATS integrations
It writes into the systems your HR team already uses, so nothing has to be re keyed or replaced.
- ATS
- Workable Greenhouse Lever Recruitee BambooHR
- HRIS and payroll
- BambooHR Zoho People Odoo HR local payroll systems
- Job boards
- LinkedIn Indeed Rozee Bayt your own careers page
- Scheduling
- Google Calendar Outlook Calendly Cal.com
- Comms
- Email WhatsApp SMS in app notifications
Human review is the point, not an afterthought
The decision is always human
The system produces a ranked shortlist with reasoning. A person hires. Anything else is bad practice and a legal risk.
Reasoning is visible
Every score shows what drove it, so a recruiter can disagree with it, and be right.
Blind first pass
Name, age, gender, photo and nationality can be hidden during initial screening.
Override and learn
A recruiter can promote or reject anyone, and those corrections tune the scoring.
Recruitment analytics
How it works
-
1
Talk
A 30 minute call. You describe the process, we tell you if it is worth doing.
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2
Scope
Fixed price, fixed timeline, written down before anyone commits.
-
3
Build
Working software every week, not a status report at the end.
-
4
Hand over
Migration, training, documentation and the keys.
Questions people ask
Does AI make the hiring decision?
No. It produces a ranked shortlist with its reasoning visible, and a person decides. Anything else is both bad hiring and a legal risk, and we will not build it that way.
How do you handle bias?
We score against explicit, written job requirements rather than open ended judgement, keep the reasoning auditable, and can blind name, age, gender, photo and nationality during the first pass. We also review score distributions for skew before go live.
What if the scoring is wrong?
It will be, at first. We calibrate against your past successful hires, and every recruiter override feeds back into the model. That is why the reasoning is shown rather than just a number.
Does it work with our ATS?
Yes, through APIs. Workable, Greenhouse, Lever, Recruitee and BambooHR are common. If you do not use one, a lightweight applicant tracker can be part of the build.
What about candidate data and privacy?
Retention rules, consent capture and deletion on request are built in, and the whole system can run on your own infrastructure so CVs never leave your network.
Will candidates know AI is involved?
Yes, and they should. Disclosure is required in several jurisdictions and it tests better with candidates than discovering it later.
