What do I need to set up?

A job description and an application form. There is no integration to configure. If you would rather not build the form, the job agent can propose one from a short description, and you approve it before it goes live.

Is the free plan enough for a small business?

For many single hires, yes: 2 active jobs, up to 100 applications per job and 200 analyses a month, with no card. If one post draws more than 100 applications, or you are hiring for more than two roles at once, Lite at PKR 100 (about $1) a month raises that to 4 jobs and 500 applications per job.

What format do applicants need for their resume?

PDF, DOC or DOCX. The form's resume upload accepts all three, so applicants can send the file they already have. If you add those fields, applicants can also attach another document, a photo, or a short MP4 or WebM video intro.

Can I use it alongside a job board?

Yes. Put the application link in the job board post, and applications land in the same ranked pipeline. Resumes you received some other way can be uploaded as PDFs into the same job.

Can my co-founder or manager see the candidates too?

Yes. Invite them to the job as a viewer to read the ranked list, or as an editor to work the pipeline with you.

Will the AI reject people for me?

No. It scores and explains each application. Candidates only move to shortlisted or not advancing when you move them.

Solution

Resume Screening Software for Small Businesses Without a Recruiter

In a small business, hiring is rarely anyone's actual job. It is the founder between sales calls, or the operations manager on a Sunday evening, working through a job-board inbox. Resume World is set up for that situation. Describe the role and share one application link. When you come back, the applicants are ranked, and each score is explained in plain language with the lines from the resume that produced it. There is nothing to implement, and the free plan can run a role with up to 100 applications from start to finish.

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The problem

What this is usually a response to

Nobody whose job is hiring, so screening happens in the gaps between everything else

One job post bringing in more CVs than a person can read in an evening

Applications arriving by email, direct message and job-board inbox with no single list

Recruiting software priced and configured for companies with an HR department

Capabilities

What small business resume screening does here

An application form without the busywork

Choose the fields you need, including text, dropdown and single-choice questions, file uploads, and an optional photo or short video intro. Then share one link.

Job agent drafts the form

Describe what you want to ask and the job agent proposes the form fields. Nothing is created until you approve it.

Results you can read without HR training

Each candidate comes with a summary plus strengths, gaps and recommendations, each tied to a line in their resume.

Forms that look like your business

Pick a theme, adjust the colours and add a poster image, so candidates see your brand rather than a generic page.

Intake you control

Cap how many applications a form accepts, or switch it off once you have enough candidates to choose from.

Candidates are not left guessing

When you move someone to shortlisted or not advancing, they can see it on their application tracking page, and you can choose to email them the update.

Where it applies

Typical use cases

A founder making the company's first or second hire
A shop, clinic or restaurant filling a front-line role from a local job post
A manager hiring alongside a full-time job with an hour a day for screening
Replacing 'email us your CV' on the website with a proper application form
Getting a co-founder's view on the shortlist through a read-only invite

Outcomes

What you get out of it

Screening that fits into the time you actually have
One link in place of an inbox, a spreadsheet and a string of follow-up emails
Hiring decisions you can explain to a co-founder, or to a candidate who asks
No setup project and no annual contract: free to start, monthly if you upgrade

How it runs

The workflow end to end

Describe the role

A few paragraphs on what the job involves and what matters most. Candidates are scored against that description.

Create and share the form

Build it yourself or let the job agent draft it, then post the link on your site, job boards or social channels.

Let applications come in

Each application is analysed on arrival. Nothing has to be copied into a spreadsheet.

Meet the top of the list

Read the explanations for your strongest candidates, star the ones you want to meet and update everyone else's status.

FAQ

Small Business Resume Screening questions

The questions teams actually ask before they commit.

What do I need to set up?: A job description and an application form. There is no integration to configure. If you would rather not build the form, the job agent can propose one from a short description, and you approve it before it goes live.
Is the free plan enough for a small business?: For many single hires, yes: 2 active jobs, up to 100 applications per job and 200 analyses a month, with no card. If one post draws more than 100 applications, or you are hiring for more than two roles at once, Lite at PKR 100 (about $1) a month raises that to 4 jobs and 500 applications per job.
What format do applicants need for their resume?: PDF, DOC or DOCX. The form's resume upload accepts all three, so applicants can send the file they already have. If you add those fields, applicants can also attach another document, a photo, or a short MP4 or WebM video intro.
Can I use it alongside a job board?: Yes. Put the application link in the job board post, and applications land in the same ranked pipeline. Resumes you received some other way can be uploaded as PDFs into the same job.
Can my co-founder or manager see the candidates too?: Yes. Invite them to the job as a viewer to read the ranked list, or as an editor to work the pipeline with you.
Will the AI reject people for me?: No. It scores and explains each application. Candidates only move to shortlisted or not advancing when you move them.