Features

Seven features. Every plan gets all of them.

What the plans change is how many roles you can have live at once and how many CVs you can screen. Not what the product can do.

14 days free. No card. The clock only starts when you screen your first CV.

One event, two outputs

A role goes live, and everyone who applies gets an answer

Your careers page

Your own hiring page at yourcompany.shortlistr.co, where every application is screened the moment it lands.

Post a role and it goes live on a page that carries your logo, your colours and your company's name, not ours. When someone applies, screening starts at the moment they hit submit rather than the next time you open the app. If they clear the bar for the role, you get an email with their scores, the evidence behind them, their answers to your questions, and their CV attached. Most days you will meet a good candidate in your inbox before you have opened Shortlistr.

Your own subdomain, your logo and cover, your about, benefits, leadership and open roles. Sections you leave empty simply do not appear.
Every application is scored on arrival against that role. Nothing waits for a click.
The alert email carries the sub-scores, the evidence, the candidate's answers and the CV itself, so you can forward it without opening anything.
Set the shortlisting bar per role, and the questions a shortlisted candidate answers on the spot.
To publish, you verify a work email on your own company's domain. We send a code, you enter it. Gmail and Yahoo addresses are not accepted, and that is the one rule we do not bend.

The candidate's answer

Everyone who applies gets a real result, on the page, in the same minute.

The apply form is one field. Name, email and phone were three questions asking for what the attached file already says, so we read them from the CV instead. Then we score it while the candidate waits, and we tell them what happened: their number, the number this role needed, and which of the role's requirements we could not find on their CV. Nobody is left refreshing an inbox for three weeks. This is the same screening run that produces your alert email, so the applicant being answered and you being told are not two features competing for the same minute. They are one event with two outputs.

One field to apply. The CV is the form.
A result on the page: through to the shortlist, or not, with the score and the bar both shown.
A candidate who misses the bar is told which required skills we could not find on their CV, and that it is about this role rather than their career. There is no red, and no lecture.
They are then shown the rest of your open roles, which is the cheapest applicant you will ever have for the next one.
Shortlisted candidates answer your questions immediately, in the same session, while they still care.

Screening

The CVs you already have, read and ranked against the role.

This is the same engine behind your careers page, pointed at a folder instead of a form. Drop in the CVs you have been sent, or pull them straight from Google Drive, and each one is read and scored against the role on three separate things: how the language matches, what the work history actually shows, and whether the hard requirements are met. You get a number out of 100, a recommendation, and the reasoning underneath both. This path needs no domain and no verification, so it works on the day you sign up.

Upload hundreds at a time, PDF or Word, or import from Google Drive.
Three scores and an overall: keyword match, work experience match, requirements match.
A recommendation of Strong yes, Yes, Maybe or No, with the reason written out, plus the skills that matched and the ones that were missing.
Add your own criteria for the role, and each candidate gets a checklist showing which ones they meet.
The same CV re-uploaded to the same role is recognised and skipped. You are never charged twice for the same piece of work.

And once they are in

What you do with the people you found

Your pipeline

Where a candidate lives after the score, and everything sitting behind their name.

Screened, Shortlist, Interview, Assessment, Offer, Hired, and you can rename them, reorder them or add your own. Drag someone across and it is recorded: who moved where, when, and why. Open any name and you get the whole person in one panel rather than a row in a table. That panel is also where you disagree with us. The AI's verdict is frozen and stays visible; your verdict sits beside it, in your words, and never overwrites the machine's. You put your name on the shortlist, so you get the last word on it.

Your verdict beside the AI's, on the record, on every candidate. Neither one edits the other.
Read the original CV inside the app, as the candidate actually formatted it. No re-typeset summary standing in for the document.
Every skill is marked as evidenced or listed only, so you can see which claims the work history actually backs up.
Career metrics on every candidate: average tenure, job stability, career progression, employment gaps, seniority, management experience, industry focus.
Six default stages you can change, drag and drop, notes, and a full history of every move.

The hiring copilot

Interview questions, candidate emails and a chat that has read every CV on the role.

Once you have a shortlist there is a second pile of work, and it is the boring half. Generate interview questions for a specific candidate, pitched at the right seniority and the right stage, each one carrying what a strong answer sounds like, what a red flag sounds like, and a scoring rubric. Draft the acceptance, the rejection and the interview invite. Ask a plain question about the role and get an answer that has read every CV attached to it.

Interview questions per candidate: three to twenty, by seniority and stage, with rubrics, strong-answer indicators and red flags.
Acceptance, rejection and interview-invite drafts, in your tone, ready to edit.
Email goes out from your own address through your own mail settings, so the candidate sees your company, not ours.
Ask questions about a role's candidates in plain English: who is strongest, who has the React experience, who has stayed longest. Your own notes weigh more heavily than the scores.
Save anything you write as a template and reuse it on the next role.

Compare

Up to ten CVs side by side, ranked, with the reasoning, ready to export.

The last stretch of a role is usually a handful of people who all look fine on paper. Put up to ten CVs into one comparison and get them ranked against each other and against the job, each with their strengths, their weaknesses, and a sentence saying why they sit where they sit. Then export the whole thing to Excel, PDF or Word and send it, because the meeting where this gets decided is not happening inside Shortlistr.

Up to ten CVs in one comparison, PDF or Word.
Ranked one to ten, with three to five strengths, two to four weaknesses and a stated reason per candidate.
Attach a job description and it scores against it, and creates the full role in your dashboard while it is at it.
Ask follow-up questions about the comparison without leaving it.
Export to Excel, PDF or Word, as often as you like, on every plan.

Client shortlists

A link you send your client, showing exactly what you want them to see, that they can react to without an account.

Pick the people you are putting forward, write the line explaining why for each one, and share a page that carries your name. You decide field by field what appears: names, scores, contact details, the screening evidence, your notes. Contact details are hidden by default, because a client who calls the candidate directly is a client who has gone around your fee. Your client opens it on their phone, marks each person Interested, Tell me more or Not for me, and leaves a comment. No login, no account, no download. You see it in the app, and you see when the page was opened and how often.

Hand-picked, never automatic. Nobody appears on a client page because a stage said so.
Field-by-field control over what the client sees. Contact details and raw scores are off unless you turn them on.
Three reactions and a free-text comment per candidate, with no account for your client to create.
Add the facts a client always asks for: salary expectation, notice period, location, work authorisation, plus up to three fields of your own.
View count and last-opened date, so you know whether to chase.

In the app, these are called Collections.

Start free for 14 days

No card. The clock starts when you screen your first CV.

Start free See the plans