The questions recruiters ask first.

You give us a job description and a stack of resumes. We read every resume the way an experienced recruiter would and rank candidates against the requirements you put in the JD, with the reason behind each score.

A keyword-matching ATS rejects "led the React-heavy product" because it didn't see the literal phrase "5+ years React." We evaluate the actual requirement, depth and seniority, not the wording of it.

Roughly 30 seconds per resume, processed in parallel. A 100-resume role typically returns a ranked shortlist in a few minutes.

In our benchmarks, our rankings agreed with what experienced recruiters and hiring managers picked 92% of the time. The honest test: try it on resumes you've already screened and compare.

Yes, every candidate has a per-requirement breakdown showing what they meet, what they miss, and where they stretch. That's the part you hand to your hiring manager.

Never. Resumes are processed strictly to produce your analysis, not shared, not sold, not used to train anyone's models.

Encrypted at rest in Google Cloud Storage. Each organization's data lives in an isolated, multi-tenant partition that only your account can read. See Security for the full picture.

Yes, on request, all your data is permanently deleted. Email [email protected] and we'll confirm in writing.

We follow GDPR principles for data minimization, access, and deletion. Enterprise customers can sign a Data Processing Addendum (DPA). For other compliance frameworks (SOC 2, ISO 27001), get in touch.

Three plans: Launch at $19/month (5 roles × 200 resumes each, Priority processing), Scale at $89/month (20 roles × 500 resumes, Express processing, up to 5 seats), and Enterprise with custom pricing (unlimited, Dedicated processing, ATS Bridge, SSO, SLA). Yearly billing saves 20%. Full pricing →

Yes. The free trial lets you run one analysis with up to ten resumes. No card, no contract, no calls.

No annual contract on monthly plans. Cancel anytime. Yearly billing is optional and gets a 20% discount.

Three lanes: Priority (Launch) processes immediately, typically under a minute; Express (Scale) runs roughly twice as fast at peak with reserved headroom; Dedicated (Enterprise) reserves exclusive capacity with SLA-backed throughput.

BambooHR, Greenhouse, Lever and Workable are live. Workday is in active development. Anything else can integrate via custom webhook. Integrations →

No. Most teams start by uploading resumes manually in the portal. Integrations are an Enterprise convenience, not a requirement.

Yes. If you're a small team that runs hiring out of email and a spreadsheet, ATS Pal works as your screening layer directly. No ATS required.

PDF, DOCX, DOC and TXT, up to 5 MB per file.

If the PDF has extractable text, yes. Image-only PDFs without text layers produce weaker results, image OCR is on our roadmap, not in production today.

Persian, Arabic and Latin scripts are handled in the same shortlist with no extra setup.

Yes, incremental additions are supported on all plans. New resumes are screened against the same job description and merged into the existing shortlist.

No. ATS Pal does the part recruiters dread, reading every resume the same way, on a tight clock, so recruiters can spend their time on candidate conversations, hiring-manager alignment, and the judgment calls only humans should make. The shortlist is a starting point, not a verdict.

It evaluates resumes against the requirements you wrote in the JD. If your JD is biased, the shortlist will reflect that, that's why every score has reasons attached, so you can spot and fix it. No personal demographics are extracted or used.

The score isn't the point, the per-requirement breakdown is. Most hiring managers find a defensible "candidate met 4 of 4 must-haves and 3 of 5 nice-to-haves" easier to engage with than the typical "here are five resumes, what do you think?"