The questions recruiters ask us

No. An ATS manages the hiring process: requisitions, pipeline stages, interviews, offers. ShortlistWise does none of that. It does one thing, which is to understand what a role actually requires and judge what the CVs in front of you evidence against it. It sits before your ATS workflow, or beside a spreadsheet if that is what you use, and it does not ask you to move your process into it.

Yes, and that is a case it is built for. Add the role you are hiring for, upload the CVs you have received, and you get each one read against the criteria you confirmed, grouped by what the evidence supports. You need no applicant tracking system, no process to configure and nobody to administer it. What you need is the CVs and a clear enough idea of the role, and the product will tell you where that idea is still vague.

That the CV does not show it. It is a statement about the document, not about the person. A candidate may have ten years of exactly what you need and a CV that never mentions it, and this is the product telling you to ask rather than telling you to reject. It is the single most important word on the screen to read correctly, which is why the instruction to the model says so in the same terms.

No. There is no keyword count anywhere in it, and no score out of a hundred. Each criterion you confirm gets a status of its own, with the reasoning and the CV wording that decided it, and the overall recommendation is worked out from those statuses rather than asked for separately, so the headline can never disagree with the detail beneath it. Only the criteria you marked essential can move a candidate down: a preferred criterion that excluded somebody was never preferred. And one essential requirement with nothing behind it outweighs a CV that repeats your job description back at you.

No, and it is built so that it cannot. ShortlistWise organises the evidence in a CV, says what is supported, what is unclear and what the document is silent on, and tells you what to verify. Nothing is auto-rejected and no candidate is scored out of a hundred. “Not evidenced” means the CV does not show it, never that the candidate lacks it. The decision stays with the person accountable for it.

Yes. A standalone assessment reads one CV in depth on its own terms: what the evidence shows, how the career reads, what is missing and what to verify. No role is invented to judge it against, and nothing is scored against a vacancy that does not exist yet. When a live role does come along, you can assess the same candidate against it then.

Yes. Analyse the requirement first, confirm the essential and preferred criteria it produces, then screen the CVs you have received against them. The results are grouped by what the evidence supports, worst first, with the reasoning and the quoted CV wording behind every result, so the weakest cases are the ones you see first rather than the ones you scroll to.

They stay yours. We do not sell your content and we do not use candidate data to build anything for anyone else. Assessments are produced for you and shown to you. Documents are sent to our AI provider for processing under terms that do not permit them to be used for training, and database rules limit every account to its own data. During the testing phase, candidate data is deleted at the close of the mandate it relates to or within 60 days of upload, whichever comes first. The Privacy Notice states all of this in full.

Recruiter Intelligence is $29 a month and Placement Intelligence is $59 a month, or ten months' price for twelve if you pay annually. Before either, the trial is free: 7 days including 3 assessments with Conversion Intelligence, with no card asked for. The pricing page sets out what each plan includes.

Nothing is deleted and nothing is locked away. The trial ends after 7 days or 3 assessments with Conversion Intelligence, whichever comes first, and every assessment you have already run stays readable. You then choose a plan or stop, and stopping costs you nothing because there was never a card on file.