- When
- Eighty CVs for a junior accountant role, closing on Friday
- What's ready
- Each CV marked against the must-haves with the line it relies on, ranked in one view, and a borderline language level explained against your rule
- Who decides
- You pick who moves on. The invitations and declines wait for you to send them
Save your HR team hours on CV screening and new joiners.
Add the role once, hand over the CVs, and see each one checked against your must-haves with the line that proves it. You decide. The invitations and declines are drafted for you to send.
Updated 27 October 2026A role opens and eighty CVs come in. Someone reads each one against the job description, keeps notes in a spreadsheet and writes the same decline thirty times.
Write the role down once.
A role opens on Monday. By Wednesday there are eighty CVs and a spreadsheet only one person understands.
The job description and must-haves stay with the role until you change them. A rule for borderline cases, like "C1 or above counts as fluent", is asked for when you start and applied the same way to every CV.
You set the must-haves and the rule for the borderline cases.
Every verdict shows its evidence.
"Strong candidate" in a spreadsheet cell tells the hiring manager nothing.
Each must-have is marked met, partly met or not met, with the line from the CV it relies on. When a CV says it in other words, a nearby town or a tool of the same kind, the reasoning is written next to it. Candidates appear by the name on their CV, without contact details.
- Before
- Eighty CVs read one by one, notes in a spreadsheet.
- With AUGMTD
- One ranked view, every verdict with the line that proves it.
Every advance and every decline is a person's decision.
You decide. It prepares what follows.
The thirtieth decline of the week is the one that goes out with the wrong name in it.
Advancing or declining is your call; a recommendation never decides. Advance someone and you get an invitation plus five interview questions aimed at the gaps. Decline and you get a short, courteous reply with no score in it.
Nothing reaches a candidate until you send it.
Share the shortlist with the hiring manager.
The hiring manager wants the shortlist, and you would rather not forward thirty CVs with phone numbers in them.
Send a link to one named person, with no account needed. They see the verdicts in rank order. Contact details are always removed, and CVs are included only if you choose. You can see when the page was opened and which CVs were read.
You choose who sees it, what they see and when the link expires.
New joiners get a welcome that is ready.
A new starter arrives on Monday, and the welcome pack is last year's.
From your agenda and approved materials, AUGMTD drafts a welcome and a one-page overview. The host checks it, then the welcome email is drafted for you to send. The questions that come back are grouped by topic, so the host knows what to cover on the day.
The host checks the overview, and you send the welcome.
What it looks like in practice.
Good to know before you start.
- It does not connect to an applicant tracking system yet. You hand it the CVs for each round.
- It checks only the must-haves you set, and never contacts a candidate itself.
- Hours saved are shown as an estimate, not a measurement.
Questions people ask.
Does it decide who gets hired?+
No. It recommends and shows its evidence. Every advance and every decline is a person's decision.
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See it on your own work.
Show us one process your team repeats every week. We'll show you how it would run.