Read the sample advert
A fictional fitness club hiring a studio manager, written the way an owner writes it rather than the way HR does.
Demos
A folder of CVs becomes a ranked shortlist against the role as you wrote it
You still decide who to call, and nobody is rejected by a machine.
What changes is the clock: the foreman you want has usually accepted something else by day ten, and this gets your four calls made on Monday morning instead of the following week. It reads every application against your advert as you actually wrote it, and hands back a ranked list with the line from the CV that each judgement came from.
Being built
What this one will do
CVs to a shortlistNot built yet
CVs to a shortlist does not run on this page yet.
It will read a folder of CVs and rank them against the advert you actually wrote, with the reason for each ranking next to the name.
Two things work today.
- Watch the receipts demo.
Different paperwork, same machinery: documents in, fields read off them, a sheet out, and anything unreadable flagged instead of guessed.
Play the receipts demo - Send us five CVs and the advert you ran.
WhatsApp it to +27 73 932 6852 and we send back what comes out of it, usually the same working day. Your paperwork, not our sample.
Open WhatsApp
Book a live demo
20 minutes, screen share, your own documents. No slides.
01
Send us one advert and twenty applications
WhatsApp them to +27 73 932 6852, or email [email protected] if the files are big. Use a role you closed last year if you would rather not send live applicants. We send the ranked sheet back the same working day.
Read the middle of it, not the top. The top three are obvious to any human. Ranks 8 to 20 are the ones you would have skimmed past at eleven at night, and that is where the test is.
If you would rather talk first, call the same number.
02
What goes in
Your advert, as written. Not a job spec we invent. The one you posted, including the phrasing you did not think twice about, because "must be able to run the floor when I am not there" is a real requirement and it is exactly where generic filters fail.
The applications. PDFs, Word files, CVs pasted into the body of an email, the two-page and the eleven-page. Photos of a printed CV work too.
Optional and worth two minutes: which of your requirements are must-haves and which are nice-to-haves, if the advert blurred them. That changes the ranking more than anything else you can give us.
03
What comes out
| Column | What it gives you |
|---|---|
| Rank | Ordered against your advert |
| Name and contact | Pulled off the CV |
| Meets | The requirements clearly evidenced |
| Gap | What is missing, named specifically |
| Evidence | The line in the CV the judgement came from, so you can check it |
| Location | Where they are, because the commute kills placements |
| Availability | Notice period where stated |
| Uncertain | Flagged where the CV is too vague to judge either way |
The evidence column is what makes it usable. A ranking you cannot audit is just an opinion from a machine.
04
What the example demo will show
This one does not run on the page yet. When it lands, it will go like this.
Look at the 30 sample CVs
Varied formats, two in Word, one a photo of a printout, four with no dates on anything.
Run it
A ranked sheet comes back with a reason next to every name.
Check the middle of the list
Ranks 8 to 20 are where the value is.
Label on the page: Example demo, sample data.
05
Where a machine helps and where it must not
It helps with the first pass. Reading ninety CVs fairly is beyond anyone at the end of a working day, and the truth nobody says out loud is that late applications get read worse than early ones. A consistent first pass fixes that.
It does not decide. Hiring is a judgement about a person and there is no version of this where you skip the call.
It is not a black box. Every rank comes with the sentence it was based on, so you can disagree with it and see exactly where it went wrong.
06
Running it on a live role
Twenty by WhatsApp needs nothing from you. A full inbox needs a secured session, arranged as described on the demos page.
Because these are other people's personal details, the handling is tighter than on our other demos. Files are deleted within seven days.
A closed role from last year works just as well for the test and involves nobody's live application.
07
What it costs
Two ways to buy this.
Per role, we run it for you. Quoted per role, and you see the number before anything starts. Nothing built, nothing to maintain.
Built into your hiring, running on its own. Free to put in when standard; a complex build is quoted before we start, so you see the number first. Then a monthly subscription:
| What the agent does | A month |
|---|---|
| A standard agent: reading CVs in several formats against your own criteria and writing into your hiring system | From R2,500 |
| A heavy agent: a branch network shortlisting for many managers | From R5,000 |
Keeping the criteria current as roles change is covered by the subscription.
What moves the build price: where applications arrive from, whether the shortlist has to land in a specific system, and how much of your sifting logic is particular to you rather than obvious.
08
What this demo does not prove
- It does not prove anyone can do the job. It proves who matches what you asked for on paper. Those are different things and the gap between them is the interview.
- It does not remove bias. It applies your criteria consistently, which is not the same as fair criteria. Worth asking yourself: is there a line in your advert that quietly rules out people who could do the work? If there is, the ranking will follow it faithfully. That is worth sorting before the shortlist, and we can help with that part on its own.
- It does not handle your obligations under POPIA for you. Holding applicant data is your responsibility as the employer, and a build gets designed around that rather than past it.
- It does not replace the reference check, the trade test or the gut feel.
The numbers, in one place
- Quoted per role if we run it for you, nothing built, and you see the number before anything starts.
- Built into your hiring: free to implement when standard, a complex build quoted before we start, then from R2,500 a month for a standard agent, from R5,000 a month for a heavy branch-network build.
- Keeping criteria current is covered by the subscription.
Straight answers
Questions owners ask us
It is a first pass, ordered by the criteria you wrote, with the reasoning shown next to every name. Compare that to the real alternative, which is a tired person skimming ninety PDFs after supper. Everyone in the top group then gets read properly by you.
Applicant CVs are personal information and you are the responsible party. For a demo, files are deleted within seven days. For a build, retention and who can see what are part of the design, and we will not hand you something that quietly keeps CVs forever.
Usually yes. Photos and scans are common here and the sample set deliberately includes one.
Yes, and you should. Re-ranking after you sharpen the must-haves is where the list gets genuinely useful, and it takes seconds rather than another evening.
Quoted per role if we run it for you and you build nothing, with the number agreed before anything starts. Built into your own hiring, implementation is free for a standard agent and a complex build is quoted before we start, then from R2,500 a month for a standard agent, from R5,000 a month for a heavy one across a branch network.
The next step
WhatsApp your advert and twenty applications to +27 73 932 6852 and read the shortlist that comes back.
Or email [email protected], or book twenty minutes and we will look at how you currently sift before anyone builds anything.
Or email [email protected]. No slides, and no invoice for the conversation.