Shortlist top-notch talent, fast. Less screening. More hiring.
Your team's value isn't in reading resumes — it's in finding the right people and making the right calls. iRankr handles the first pass so your recruiters can spend their time on the work that actually requires human judgment.
No credit card required.
You're doing the same manual process for every role. And it's costing you more than just time.
Time-to-shortlist is the bottleneck nobody talks about
Every role that sits without a shortlist is a role your hiring manager is chasing you on. When you're managing 5 or 6 open positions simultaneously, manual screening at volume — 150 applications for a mid-level role, 200 for a popular one — doesn't just slow you down. It backs up your entire pipeline and makes you look like the bottleneck, when the real problem is the process.
Your screening quality depends on who's doing it
Without a shared rubric, two recruiters produce different shortlists from the same applicant pool. That inconsistency shows up in hiring manager feedback, in offer acceptance rates, and in the quality of hires over time. It's not a recruiter problem — it's a process problem.
Your best candidate might have applied for a different role 4 months ago
Applicant tracking systems store CVs. They don't actively surface them. When a new role opens, the candidate who applied for a slightly different position last quarter — and would have been perfect for this one — sits in a folder nobody opens. Great candidates lost to poor retrieval.
Outsourcing screening to agencies is eating your cost-per-hire
When internal screening gets too slow or too stretched, the default is to hand it to a recruitment agency. That solves the speed problem — but at a placement fee of 8–15% of annual CTC per hire, it's an expensive fix for what is fundamentally a process gap. Every role your team could have filled internally but didn't is a fee that didn't need to be paid.
One consistent process. Every role. Every recruiter.
iRankr handles the reading, the scoring, and the ranking. Your recruiters do the hiring.
Consistency, speed, and clarity — built into every role you hire for.
Not just a score — a complete AI-powered screening system built for modern recruitment teams.
Fitment Score
Find the strongest candidate from hundreds — in minutes, not days
When 200 resumes arrive for one role, the challenge isn't evaluating each one — it's identifying which 10 are genuinely worth your time. iRankr's Fitment Score reads every CV against your JD and surfaces the strongest matches at the top, so you start your review from the best candidate down, not from the most recent application up.
Consistency Across Every Role
For recruiters managing multiple open positions simultaneously
Whether it's your highest-priority role or the one that's been sitting open for three weeks, every CV gets the same structured evaluation. Screening quality doesn't depend on which role you looked at first that morning or how much cognitive load you're carrying. The process holds, regardless.
Explainable Strengths & Gaps
For the conversation with your technical manager
Instead of forwarding a CV and hoping the technical manager knows what to look for, send a structured brief. What this candidate brings. Where the gaps are. What to probe technically. They spend 10 minutes on the shortlist instead of 2 hours — and come back with a decision, not more questions.
Candidate Rediscovery
For the gems hidden in your historical folders or your ATS
Every time a new role opens, iRankr searches your historical database and surfaces past applicants who match. The candidate who applied 5 months ago for a slightly different role — and would have been ideal for this one — gets found automatically. No manual search. No starting from scratch.
Auto-Read from Email
For HR teams still drowning in email attachments
Connect your recruitment inbox and iRankr ingests every incoming CV automatically. Zero manual processing. Zero missed attachments. Every application scored from the moment it arrives.
Industry Match Score
For roles where domain experience is non-negotiable
Know immediately whether a candidate's background is genuinely relevant to your industry — not just adjacent to it. Critical for specialist roles where a near-miss is as bad as a miss.
Reduce Agency Dependency
For teams where agency fees are a workaround, not a strategy
When your internal screening process is fast and structured enough to handle volume, the default of “let’s just send it to an agency” stops being the path of least resistance. iRankr gives your team the throughput to keep more roles in-house — and keep the placement fees where they belong: in your hiring budget, not an agency’s invoice.
What in-house teams typically see within 4 weeks.
reduction in time spent on first-pass screening per role
shortlists for roles that previously took 2–3 days to build
kept in-house — less dependency on recruitment agencies when internal screening keeps pace with volume
of the applicant pool evaluated — not just the ones at the top of the inbox
What in-house recruiters usually want to know.
How does this affect bias in our screening process?
Manual screening is subject to fatigue bias, pattern bias, and ordering effects — the 87th CV is evaluated differently from the 7th, even by the same recruiter. iRankr applies the same criteria to every CV in the same way, every time. It doesn’t eliminate the need for human judgment — it removes the inconsistency that comes before it.