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Features

Everything you need to screen.

Built around the way recruiters actually work, from the first upload to a shortlist you can defend.

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Position overviewSample

Senior Backend Engineer

248 CVs screened against one rubric

32Strong match
216Weak, safe to ignore
Cleared knockout criteria83%
Screened this week64%
Screen

Turn a folder of CVs into a shortlist.

Upload PDFs and DOCX in bulk. Every CV is scored against one rubric.

  • Bulk upload, PDF and DOCX
  • Each CV scored on its own
  • One bad file never stalls the batch
Candidate screeningSample

Aman Sharma

Senior Backend Engineer

Strong match
87/ 100 overall match
Skills92%
Experience84%
Role fit86%

“Led backend for a payments platform on Go and PostgreSQL, 4M transactions a day.”

Evidence, resume page 1, confidence high

ImyHR recommends. A recruiter makes the call.

Evaluate

Scores you can take apart.

A number on its own is not reviewable. Every score shows its reasoning.

  • Weighted match score
  • Quoted evidence from the CV
  • Missing requirements and a confidence rating
Screening criteriaSample

Backend Engineer

Every CV scored against the same rubric

Node.jsHigh priority
PostgreSQLRequired
AWSPreferred
4+ yearsRequired
Consistency

Same role. Same criteria. Every candidate.

ImyHR drafts a rubric from your role. You edit it and approve it before anything runs.

  • Editable weights and knockout rules
  • Nothing screens until you approve it
  • The same standard on the last CV as the first
Suggested questionsSample

Aman Sharma

Senior Backend Engineer

  1. 1Walk me through your role in the payments migration you mentioned.
  2. 2You listed AWS but not infrastructure-as-code, how did you provision it?
  3. 3The role needs team leadership, tell me about managing your last team.

Built from this CV and the gaps this screening found.

Interview prep

Stop guessing what to ask.

Every candidate comes with a short list of questions built from their own CV and rubric gaps.

  • Tailored to each candidate's CV
  • Targets the gaps this screening found
  • No two candidates get the same list
Manage

Run it as a team. Keep the receipts.

Decisions, feedback and reports in one place, with a person in charge of every call.

Pipeline stages

Move candidates from screened to shortlisted to interview.

Hiring-manager feedback

Share a shortlist and collect decisions with written reasons.

A controlled learning loop

Feedback becomes a rubric change only after a person approves it.

Human approval gates

ImyHR recommends. It never decides on its own.

Workspace isolation

Every record is scoped to its workspace in the database.

Auditable outcomes

Scores and overrides are kept with the rubric that produced them.

See it on your own CVs.

Create a role, upload a batch, watch the shortlist build.

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