Every scenario below is an illustrative example. Company names, figures, and situations are invented for illustration. Actual results depend on the quality of the job description, the CVs, and the criteria you provide.
Scenario 1 — SME Hiring Sales & Admin
Situation
An FMCG distribution company, 50 employees, one-person HR team.
Three roles opened at once: two field sales and one admin. 120 CVs arrived in a week.
Challenges
HR has no time to read every CV
CV formats differ wildly across sources
The hiring manager wants a shortlist in 3 days
Old Workflow
HR reads one by one → picks 15 → sends to the hiring manager
The hiring manager reviews and sends back the misfits
The process restarts from scratch
With TalentRank
HR uploads 120 CVs plus the job description and criteria
Automated AI screening, HR reviews the ranking
The hiring manager receives scorecards for 10 candidates per role
Total screening time: about one working day
What You Receive
A ranking of all 120 candidates per roleScorecards for the 10 shortlisted per roleA fit score and risk summary per candidateSuggested interview questions per candidate
Note: this is an illustrative scenario. Actual results depend on the quality of the job description, the CVs, and the criteria you provide.
A Series A SaaS startup hiring aggressively to expand the team.
They need one digital marketer and one backend developer. Small team, and the founder is directly involved in hiring.
Challenges
The founder has no time for first-round screening
Candidates arrive from several channels (LinkedIn, Jobstreet, referrals)
The technical criteria differ between the marketing and developer roles
Old Workflow
The founder reads CVs between other work
Reviews are inconsistent because they happen at different times
Candidates from different channels never end up in one place
With TalentRank
Custom criteria per role (a different rubric for marketing and developers)
CVs from every channel are processed in a single batch
The founder receives 5-7 shortlisted candidates per role with the analysis ready to review
What You Receive
A shortlist of 5-7 candidates per roleA fit score against each role's technical criteriaA profile summary per candidateRelevant suggested interview questions
Note: this is an illustrative scenario. Actual results depend on the quality of the job description, the CVs, and the criteria you provide.
Scenario 3 — Recruitment Agency With Multiple Clients
Situation
A boutique recruitment agency handling 8 active clients.
200-300 CVs arrive each week across various openings. The recruiter team is three people.
Challenges
First-layer screening eats 60% of recruiter time
Clients want a shortlist within 2-3 days of posting
Client reports need a clean, consistent format
Old Workflow
Recruiters read CVs one by one, per role, per client
Manual consolidation into a spreadsheet before sending to the client
The report format is rebuilt every time
With TalentRank
Bulk CV screening per client, per role, in a single batch
The shortlist report can go straight to the client
Recruiters focus on prescreening and relationships instead of admin
What You Receive
Candidate ranking per role, per clientA client-ready shortlist reportA fit score and analysis per candidateA consistent format across every client
Note: this is an illustrative scenario. Actual results depend on the quality of the job description, the CVs, and the criteria you provide.
Is your situation different?
Tell us about your hiring needs and we will help you pick the workflow that fits.
