AI screening
Upload a CV and get a considered opinion back - scored, summarised, with the concerns spelled out. It recommends. You decide. Nothing is ever filtered out of your view.
A score out of 100 with its reasoning, a short professional summary, up to five strengths and five concerns, a seniority level based on real scope rather than years, and the two roles this person actually fits.
A realistic range in the currency and pay period of the market they work in, inferred from their location and history - with a comparable figure alongside it so you can price a cross-border role sensibly.
A match score against one specific role's requirements, experience level and key skills, with a written recommendation - so a long list can be ordered by someone who can see why.
Categorised question sets where every question names a real company, project, technology, date or gap from that person's own history. Generic questions are explicitly disallowed.
A personalised email about the specific role, written for you to edit and send. It never sends by itself.
A low, medium or high assessment of movement between roles, with an explanation - because the explanation is usually what changes the decision, not the label.
And skills extracted automatically, so a CV becomes searchable structured data instead of an attachment nobody opens again.
Applications arrive. Each CV is parsed and analysed on arrival - score, summary, strengths, concerns, seniority, expected salary, skills.
You open the role and sort by match score. The reasoning sits next to each number, so you can see which ones the model misjudged - and it does misjudge some.
You read the concerns lists on the top thirty. In practice this is where most minds change.
For your shortlist, generate interview questions grounded in each person's actual history - the prep a good interviewer does and a busy one skips.
Draft outreach to the ones you want to move fast on. Edit, then send.
Everyone you didn't progress keeps their analysis on their record, so the work isn't repeated when they apply again or surface for another role.
Nobody was filtered out. All two hundred are still there, still searchable, still in your database.
Nothing to configure. Screening runs on the platform AI service. You do not pick a provider or paste a key. Token use is recorded per workspace so we can see what it costs to run.
If candidate data cannot leave your environment, these features are not a fit. CV text is sent to Google Gemini to produce the analysis. Everything else in the product works without them.
AI is included on every plan. Going over a normal volume never turns the features off.