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From incoming application to a readable summary with the reasoning behind it.
When a vacancy draws a lot of responses, reading, summarising and comparing take time, while the assessment itself should stay with people.
The CV Assistant prepares and does not decide: the judgement stays with the recruiter.
What it does, step by step
- Receive the applicationFrom the ATS, a form or the mailbox.
- SummariseBriefly set out experience, education and relevant signals.
- CheckCompare against the job requirements agreed in advance.
- Show the reasoningFor each criterion, show what it is based on.
- Prepare the interviewSuggest questions on the points that are unclear.
- Hand overThe recruiter assesses and decides.
Works with these systems
- Recruitee
- Homerun
- Teamtailor
- APIs
Is your system not listed? We can connect any system, even if there is no standard integration. View all integrations.
What runs automatically and what does not
You stay in control.
Not every decision should be made automatically. For each workflow, we set out:
- What can happen automatically.
- What is put forward for approval first.
- When a person is brought in.
- What information is stored.
- How actions are logged.
Is this a fit for your organisation?
A good fit if
- You receive many responses per vacancy.
- Job requirements are set in advance.
- Applications arrive digitally.
- You want to get back to candidates faster and more consistently.
Less of a fit if
- Only a few applications come in each year.
- Every role is filled entirely on gut feeling and network.
- Job requirements are not fixed and differ from interview to interview.
- You do not want any automated step in recruitment at all.
What it can deliver
- A complete picture of each candidate sooner
- More consistent checks against the same criteria
- Faster replies to candidates
- More time for the interviews themselves
Directions, not promises. As soon as there is evidence from a client project, it will appear here as a substantiated result.
Frequently asked questions
Are you allowed to assess job applications with AI?
Assessment by AI is classed as high risk under the EU AI Act. That is why this is a sorting aid and not a decision-maker: it orders and explains, a recruiter decides. What is recorded and logged is agreed in advance.
How do you prevent discrimination in the selection?
By sorting on criteria you have set out explicitly and that demonstrably relate to the job, and by making the sorting traceable. Candidates are not rejected automatically.
Does the candidate know that AI is being used?
They should, and it is sensible to mention it. We help draft the wording for your vacancy page and your privacy statement.
Does this work with Recruitee, Homerun or Teamtailor?
Yes. It works in the ATS you already use, so the history and the communication stay in one place.
What happens to the data of rejected candidates?
It follows your own retention period. What is stored and for how long is set for each implementation.
How to put this to work
- 1A short callTogether we look at your process and your systems, and whether this task is the best place to start.
- 2Set up on your rulesIntegrations with your own systems, and agreeing what may run automatically and what a person approves.
- 3Measure and adjustFirst alongside your team, only then on its own. We look at what it delivers and adjust.