“Six years across React, Node and TypeScript, most of it at a fintech that grew from ten engineers to ninety while she was there. Strongest on product depth: she has owned features end to end. Lighter on infrastructure. Worth probing who carried the pager.”
Written by Relevnt against the priorities you set. Change the priorities and the score, the order and the reasons change with them. Every CV gets this: not a keyword match, a read.
All of it in one product. Nothing to bolt on, nothing to export to another tool.
Every CV scored against the must-haves of the role. The shortlist is the top of the list, and re-orders itself when you change what matters.
Three plain sentences on each candidate: where they fit, where they don't, and what to ask in the first call. Written for the person interviewing, not for a database.
Public page and an embed. Candidates apply into the role and are screened the moment they land.
Connect Google or Microsoft once. Candidates pick a free slot; the invite lands in both calendars.
Notes, @mentions and verdicts on the same list. Everyone works the same pile, nobody works it twice.
Next round, a task, a decent no. Signed with your name, replies to your inbox. One or fifty at once.
And a pool: the good ones who weren't right this time, kept for the next role, deleted on the date you set.
Paste a job ad and the role writes itself: requirements, priorities, the lot. Then share the apply link, forward the CVs that arrive by email, or upload the ones you already have.
Not skimmed, not keyword-matched. Each CV is read against your must-haves, scored, and given three honest sentences on where it fits and what to ask. Minutes, not afternoons.
Advance, reject, book the interview. Every click is a person's and is recorded with a name, which is exactly what the GDPR and the AI Act ask an employer to be able to show.
Candidate data is stored in the EU and never used to train anything. Before the first CV is uploaded, your company signs a data processing agreement with us inside the product, with a record you can download. Retention is a date you set, and deletion actually happens.
Every CV stored and processed in the EU. Sub-processors listed by name in the DPA.
decisions made by the AI. It scores and explains; advancing or rejecting is a named person's click.
after a plan ends to export everything in one zip. Then the candidate data is deleted, as promised.
One hire. One role, 200 screens. Candidates apply by link or email. No subscription, nothing to cancel.
No pool · no careers page · no calendar · no messaging
Buy onceA small team hiring a few roles at a time. 3 roles, 600 screens a month shared between them. Candidate pool and careers page.
No calendar sync · no candidate messaging
StartHiring every month, across departments. 15 roles, 2,000 screens a month. Everything switched on: calendar, messaging, pool, careers page.
And a named person who knows your setup
StartSeveral companies under one roof, single sign-on, your integrations, volumes we agree on together.
Everything in Growth, and what you need on top
Talk to usA screen is one CV read: an upload, a careers-page application, or a re-screen after you change the priorities. Monthly screens are shared across your roles and reset on renewal. Running out never loses a CV. The candidates wait, and the product tells you exactly how many screens you are short and what that costs. Full comparison
Most of hiring is spent doing the one thing humans are worst at: reading through hundreds of near-identical CVs. The decisions that actually matter, such as who to talk to, who to trust and who to hire, get squeezed into whatever time is left.
We think that is backwards. Relevnt does the first pass (the reading, the scoring, the sorting) so that recruiters and hiring managers can spend their time on the human part: the conversations, the judgement, the call.
We are a small team in Estonia building one thing well: a tool that fits a five-person company making its first hire as well as one screening thousands. Same honest read, whatever your size.