Questions recruiters ask before using Resume Selector.

Resume Selector compares resume information against the criteria you set for a position. It organizes candidate profiles, score explanations, gaps, and interview questions so you can review candidates and prepare a structured shortlist.

No. Resume Selector does not automatically reject candidates. You review the evidence, decide who to shortlist, and make every hiring decision.

Treat each score as a starting point for comparison. Read its explanation and check the original resume. Generated analysis can be incomplete or inaccurate, and a high score does not establish that someone should be hired.

Missing or uncertain information should be checked by a recruiter. Resume Selector surfaces gaps and points to verify. If a file cannot be analyzed successfully, review its status and source document rather than treating the failure as evidence against the candidate.

Yes. Set the job description, required skills, nice-to-haves, and experience expectations when you create the position. Criteria editing after creation is not currently available; use a new position for a materially different brief.

It is designed to help you screen resume batches for client roles and prepare clear shortlists. Pro and Founder include exports and client sharing. Founder adds higher monthly capacity, workspace branding on client shortlists, async onboarding, and priority support.

No. Resume Selector focuses on the first screening step. You can use its results alongside your existing ATS or recruiting process; a native ATS integration is not included.

A multi-user recruiting workspace with team roles is not currently available. Founder’s client-sharing features let clients review the information you choose to share; they do not provide access to your recruiting back-office.

Choose based on the workflow you need. Resume Selector gives you a dedicated place to keep each role’s criteria, resume batch, candidate comparisons, and shortlist reports together. If your current process involves repeatedly copying candidate information between prompts, notes, and reports, try one position and compare the review work involved. The value to assess is the workflow and its outputs, not a claim that one AI is inherently more accurate.

Explore the fictional sample shortlist without an account. To use your own resumes, create a Free account with 1 active position and 10 resume analyses total. No credit card or sales call is required.

No. They are an initial total. Pro includes 500 analyses per month; Founder includes 1,500 per month.

You can still review existing results. Free users need a paid plan for more analyses. Paid users can resume new analyses when their monthly allowance resets; Pro users can also consider Founder for higher capacity.

Up to 3 at a time on Free, or up to 5 at a time on Pro and Founder. These comparison limits are separate from your monthly analysis allowance.

Free includes the report inside the app. Pro and Founder add shortlist report exports and client sharing. Pro supports 1 active client shortlist link per position; Founder supports multiple active links and workspace branding.

Founder is the recommended option for recurring client screening when you need 1,500 analyses per month, branded shortlists, onboarding help, or priority support. Pro is suitable if 500 monthly analyses and standard client sharing cover your needs.

Pro is $790 per year and Founder is $1,490 per year, charged in full. Compared with 12 monthly payments, that saves $158 on Pro or $298 on Founder. The analysis allowance still resets monthly.

Manage your subscription through Billing and the Stripe customer portal. Review your renewal date and the cancellation details shown there before confirming a change. Annual billing is a full-year purchase; do not assume a monthly payment schedule or a prorated refund.

Founder includes async onboarding at no additional charge. Async Hiring Sprint is a separate $499 one-time setup service for one position. It does not add a subscription or analysis allowance, and a separate Sprint purchase is not required to use Founder onboarding.

The connected workspace stores resume files and structured screening results for your workflow. Analysis sends relevant extracted text and role criteria to OpenAI. You can delete files, candidates, positions, or your account. Read the data-handling page for storage, cleanup, deletion, and provider details before uploading client candidate data.

You can inspect generated candidate information, score explanations, gaps, and the source resumes. Review the relevant evidence before changing candidate status or sharing a shortlist. Resume Selector structures the screening process; the recruiter makes the decision.

Upload PDF or DOCX resumes. In the workspace, add up to 20 files per upload, with a maximum of 10 MB per file, within your analysis allowance.

No. View the sample shortlist, create an account, or choose a plan online. Founder onboarding and Async Hiring Sprint setup are handled by email.

Yes. Delete files, candidates, positions, or your account from the workspace. Candidate deletion also removes stored copies from active client shortlist links. Minimal audit entries without resume content may remain.

Resume Selector does not use resume data to train its own models. Requested analyses send relevant extracted text to OpenAI. Contact support for the provider data-control details that apply to the service.