Solution · HR
Read the shortlist, not the pile.
One open role brings in more applications than anyone has time to read properly, arriving in three different formats from four different places. We collect them into one list, read each one against the criteria you actually hire on, and show you the reasoning. The decision stays yours — legally it has to, and practically you would want it to anyway.
Free, 30 minutes, no obligation.
What gets automated
- Collecting applications from the careers mailbox and every job board
- Reading each CV against the criteria for this specific role
- Scoring with the reasoning written out, not just a number
- Producing a shortlist you can argue with, and a reply nobody waits for
The problem
The good candidate is in there. That is the problem.
Hiring rarely fails because nobody applied. It fails because forty applications arrived during a busy fortnight, the first fifteen got read properly, and the rest got skimmed at nine in the evening. The cost is invisible: you never find out which of the unread ones was the right one.
Today
- 1Applications arrive by mail and from several job boards, in three formats
- 2Someone reads all of them to find the few worth a call
- 3The good ones get lost between a mailbox, a spreadsheet and a folder
- 4Strong candidates go cold waiting for a reply that nobody had time to write
- 5By the second week, the bar quietly depends on what time of day the CV was opened
With Reviamo
- 1Applications are collected from mail and job boards into one place, deduplicated, with the CV and the covering note attached to the same record
- 2Each CV is read against the criteria you actually hire on and scored with the reasoning shown, so you can see why it landed where it did
- 3You get a shortlist you can argue with — and everyone who applied gets an answer, which is the part that is usually missing
Nobody is rejected by software. That is not a policy we added to sound careful; under the GDPR it is the line that separates a screening tool from an unlawful one.
How it works
Collected, read against your criteria, ranked with the reasons attached.
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1
Collect
We connect to the careers mailbox and to each job board you post on. Applications are pulled in as they arrive, with the CV, the covering note and the source recorded. The same person applying through two boards is recognised as one candidate.
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2
Read
PDFs, Word files and scans are parsed into the same structure: experience, roles, dates, tools, languages, education, location. A CV that cannot be read reliably is flagged rather than guessed at, because a bad parse is worse than no parse.
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3
Match
Before anything is scored we write down the criteria for this role with you — the two or three things that genuinely decide it, not the wish list from the job ad. Each candidate is assessed against those, and only those.
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4
Explain
Every score comes with its reasoning: which requirements are met, which are missing, and which are unclear from the document. You are reading an argument you can disagree with, not a number you have to trust.
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5
Hand over
You get a ranked shortlist with the full pile still one click away, never hidden. Acknowledgements go out to everyone who applied, and whatever you decide is written back to your ATS or your sheet.
Illustrative run. Every row is a step the automation actually performs; the flagged one is what a person is asked to look at first.
Plugs into
Where applications come from and where the shortlist goes
- Where applications arrive
- Microsoft 365, Google Workspace, a careers mailbox, your site's form
- Job boards
- LinkedIn, Indeed, InfoJobs, Monster — by API or by export
- ATS & HR systems
- Recruitee, Workable, Teamtailor, Zucchetti HR, TeamSystem HR
- Where you want to read it
- Google Sheets, Excel, or straight into your ATS
Not on the list? If it exports XML, CSV or has an API, it is almost certainly fine. The one exception is SAP — we don't integrate with it, and we say so up front.
Who it's for
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Companies hiring a few roles a year, without an HR department
The founder or a manager screens applications between everything else. This is where the unread pile does the most damage.
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Roles that attract volume
Warehouse, support, junior technical and administrative posts, where a hundred applications for one opening is normal and most of them are close to each other.
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Employers hiring across languages
Italian and English CVs in the same round, written to different conventions, judged by whoever happens to open them.
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Agencies and studi screening for clients
The same process across several hiring rounds at once, with a defensible record of how each shortlist was reached.
Questions
The questions people ask about CV screening.
Does the software reject anyone?
No, and this is not a preference. Article 22 of the GDPR gives a person the right not to be subject to a decision based solely on automated processing where it significantly affects them, and a fully automated rejection in recruitment is the textbook example. Our screening ranks and explains; a person decides. Meaningful human review means someone with the authority and the competence to disagree — not someone who signs off the list as it arrives.
Do we have to tell candidates we use it?
In Italy, yes. The transparency decree (D.Lgs. 104/2022) requires an employer to inform workers about automated decision-making or monitoring systems that give relevant indications for hiring — including the system's purpose and logic, the categories of data and the parameters it uses, and who is responsible for it. We write that documentation as part of the build, because a screening tool you cannot describe is one you cannot lawfully use.
What about bias?
The honest answer is that no screening removes it — yours or the software's. What we can do is make it visible and narrow it. The criteria are written down before any CV is read, the same ones apply to everybody, each score carries its reasoning, and fields that have no business in the decision are not part of the assessment. A written criterion you can challenge is a better position than a busy afternoon and a gut feeling.
What formats can it read?
PDF and Word reliably, scans and photographs less so. A CV that cannot be parsed with confidence is flagged for a person rather than scored badly — being unlucky with a scanner is not a reason to be passed over, and a low score for a document the software could not read would be exactly that.
Where do the CVs end up, and for how long?
In your own systems — your ATS, your Drive or SharePoint, under your existing access rules. Applications are personal data, so retention is a decision you make and we implement: candidates you keep on file with their consent, the rest deleted on the schedule you set. If you want the same thing for your internal documents, that is the private knowledge assistant, built on the same principle.
How long does it take to set up?
We start with a free consultation, then a paid process audit that ends in a fixed price. Screening is usually live for a first role within a few weeks, and we run it alongside your normal reading for the first round so you can see where it agrees with you and where it doesn't. The steps are on how we work.
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Back to services
Free consultation
Tell us about one role and how many applications it brings in.
One open position, roughly how many applications, and where they arrive from. Thirty minutes online is enough to say whether screening is worth building for you.