01 · Ranked list
Every candidate, scored
The whole pool ranked by real job fit — not keyword hits. Transferable skills count.
- Whole database scored
- No candidate overlooked
- Consistent evaluation
AI · Recruitment
Smartafor HR
Describe the role in plain text. Smarta HR ranks every CV by real job fit — and explains each one.
BuiltforRecruitment and HR teams screening more CVs than there are hours in the week.
smarta.wedoai.eu — Find candidates · Pedagogue / Educator
How it works
From a job opening to a decision, in four steps.
Upload your candidates once, then describe each new role in your own words. The reading and the ranking happen immediately.
Upload CVs and candidate profiles — PDF or DOCX. They become a searchable pool that keeps growing as you add people, reused for every future opening.
Write the requirements in free-form text on one screen, exactly as you would write a job posting. No wizards, no mandatory fields, no rigid taxonomy.
Smarta HR scores every candidate on real skill alignment, experience relevance and qualification gaps — then explains why each one ranked where it did.
Tick up to three candidates and compare them side by side against the requirements — strengths, weaknesses and who fits the team.
From your CV pile to a ranked, explained shortlist — end to end
Solution portfolio
The whole screening pass, on one screen.
Job requirements on the left, ranked candidates on the right. Open any candidate for the full analysis, or tick three and compare them against each other — nothing to configure in between.
smarta.wedoai.eu — Find candidates · Test HR #1
Fits your hiring process
Built to help your recruiters. Not to replace them.
It works on the CVs you already hold — no cleanup, no field mapping — and hands your team a shortlist with the reasoning attached. Interviews and judgment stay yours.
PDF · DOCX CVs
Free-text job requirements
Candidate ranking
Side-by-side comparison
Already running an ATS or HRIS? Candidate sync and result write-back are scoped as a custom integration. Bring it up during the discovery call.
Reference architecture
Your team
Your candidates
CVs · profiles · past applicants
Upload
Smarta HR
Smarta HR pool
Searchable · reused per opening
Free-text role
Smarta HR
Matching engine
Skills · experience · gaps
Ranked results
Your team
Your recruiters
Shortlist · analysis · comparison
In use
Where the hours actually go.
The CV pile before the deadline, the finalists nobody can choose between. Smarta HR takes the screening pass; your team keeps the judgment call.
Deploy three ways
Three stages of output, from one paragraph of requirements.
02 · Individual analysis
Why they ranked there
A written breakdown per candidate: qualifications, skill-by-skill match, strengths and gaps.
- Requirement-by-requirement
- Strengths and gaps
- Defensible decisions
03 · Side-by-sideMost chosen
Three finalists, one view
Up to three candidates against the role and each other — the trade-off made visible.
- Up to 3 at once
- Same requirement set
- Faster panel decisions
Customer story
What one opening looked like, with screening handled overnight.
Recruitment pilot · 2024 · figures indicative
"We used to block out two days to read the pile. Now the requirements go in as a paragraph, the shortlist is ready before the morning stand-up, and the discussion starts with three candidates and the reasons for each."
Talent Acquisition Lead
Manufacturing company · Novi Sad, Serbia
MinutesFrom job requirements to a ranked shortlist
3Finalists compared side by side, on one requirement set
100%Of the pool scored — nobody skipped for lack of time
EUCandidate data hosted in an ISO 27001-controlled EU cloud
Common questions
What HR teams usually ask before they sign.
In plain text, on one screen — just as you would write a job posting. Responsibilities, must-have skills, seniority, languages, anything else that matters. There are no mandatory fields and no rigid taxonomy to map your role onto.
CVs and candidate profiles as PDF or DOCX, up to 50 per search. They go into a talent pool that keeps growing as you add people, and the same pool is reused for every future opening.
From real job fit rather than keyword hits — skill alignment, relevance of experience and qualification gaps, weighed against the requirements you wrote. Transferable skills count, so a candidate who never used your exact wording is not discarded.
Yes. Every candidate gets a written breakdown: qualifications and experience, a skill-by-skill comparison against the requirements, and the strengths and gaps behind the score.
Three, side by side against the same requirement set — enough to make the trade-off visible without turning the decision into a spreadsheet.
No. It takes the screening pass — the reading, scoring and ranking of the whole pool. Interviews, judgment and the hiring decision stay with your team, now starting from a shortlist with the reasoning attached.
Candidate data is hosted in an ISO 27001-controlled EU cloud on Microsoft Azure, GDPR-compliant, with access limited to the recruiters you nominate.
Yes. Each opening is its own free-text description scored against the same pool, so several searches can run in parallel without duplicating candidates or re-uploading anything.
Pricing is scoped per team against pool size and how many openings you run. We'll size it and give you rough figures in one 30-minute call.
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