Screen your first hiring round in 20 minutes

Your AI recruitment assistant is ready. These twenty minutes decide whether it ranks candidates like a generic keyword filter or like your own best recruiter.

Do the five steps in order. Nothing here needs a developer.

Step 1 — Tell it how your company hires (10 minutes)

Go to Hiring profile and open your default profile.

This is the most important screen in the product. A normal applicant tracking system only checks whether a CV matches a job. Your hiring profile is how HireMind also checks whether the person matches the way you hire.

Write one idea per line, in your own words:

• We value practical, hands-on experience more than certificates.
• Candidates with real-world projects should rank higher.
• Frequent job changes are a concern.
• A degree is preferred but not mandatory if experience is strong.
• Communication skills are very important for client-facing roles.

Click Save and re-rank. Every sentence now shows what HireMind will do with it:

• Active — it has become a scoring rule. Make it stronger, weaker, or switch it off.
• Noted — no automatic rule fits; it is still used as context in deep AI analysis.
• Refused — it refers to age, gender, religion or another protected characteristic, so it will never be applied.

The test: if your best recruiter read these lines, would they say "yes, that is how we choose people"? If not, add another line.

Step 2 — Set what matters most (3 minutes)

Still in the hiring profile, set the weights: how much technical skills, experience, projects, problem solving, education and communication count. A good starting point:

Then decide the two thresholds: shortlist (default 80) and review (default 55). They only label candidates — people still decide.

Step 3 — Create your first job (3 minutes)

Go to Jobs → New job and paste a real job description. Click Analyse and fill the form.

Check the requirements it found. The most common mistake is marking everything as Must have:

• Must have — without this, the person cannot do the job. Keep it to three to six items.
• Important — central to the role.
• Preferred — a genuine plus.
• Optional — mentioned, barely matters.

Why this matters: a missing must-have caps a candidate's score and flags them for review. Ten must-haves means almost everyone is flagged, and the ranking stops helping you.

Step 4 — Upload the CVs you already have (2 minutes)

Save the job and you land on the upload page. Drag in the CVs — PDF, Word, scans, phone photos, or one ZIP with all of them.

You can close the page while they are processed. CV processing in the sidebar shows progress, duplicates and any file that needs attention.

Step 5 — Read the ranking and shortlist (5 minutes)

Open the job. The strongest candidates are at the top, each with:

• an overall score and recommendation,
• the must-have table with evidence from the CV,
• strengths, gaps and why they ranked where they did,
• how they fit your hiring profile.

Tick two to four finalists and click Compare. When you are ready, move people on the Board — shortlist, hold or not selected — and send the email from the same screen.

If the order looks wrong, do not fight it candidate by candidate. Change a weight or a requirement: the whole list re-ranks in seconds, without using any credits.

Before you go live

• Company settings — add your logo and brand colour, and switch on the careers page so candidates can apply directly into screening.
• Email templates — read the Not selected message and make it sound like your company.
• Team — invite hiring managers with their own login instead of forwarding CVs.
• Blind screening — switch it on in the hiring profile if you want candidates judged without names.

That is it. From now on, every job is screened your way.