Explainable scoring
Every score traces back to the criteria you chose and the evidence in the CV. No hidden weights, no mystery ranking. You can read the reason for any result, and so can your auditor.
Built for NGO hiring in Sudan
When the donor asks why you chose them, the answer is already written down.
Post the job. We build the long list. You build the shortlist. Every name on it carries the criterion it met and the line from the CV that earned it.
Explainable scoring. Consent before any sharing.
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How it works
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You post the job
Set the essential criteria and the preferred ones. Arabic, English, or both.
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We make the long list
Every CV that arrives is read and scored against your essentials, as it arrives. Whoever clears them all is on the long list, ranked by the preferred criteria, with the reason attached.
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You make the shortlist
You read the reasons, you disagree where you want to, and the names you pick become the shortlist. The record of why is kept, and exports as a PDF or a read-only link for the donor.
A scan or a photograph has no text to read. We turn it away at the form, with a note to the applicant, instead of guessing at it. A CV we read but read poorly goes into a fourth group for you to open by hand. We would rather tell you than guess.
The part nobody else does
Everyone who applies gets an answer.
A posting brings hundreds of applications and one hire. Nobody in this market looks after the rest, and no job board competes on it. When you close the role, one click replies to everyone who was not chosen, in Arabic or English, and the record keeps what was sent and when.
Shortlist makes it one action. Whether you send it stays your decision, and we do not promise it to candidates on your behalf.
Before you sign up, look at a real shortlist
Here is what the link opens: a sample shortlist in Arabic and English, on your phone, with every score and its reasons.
- Scored, with reasons A score with its reasons Every candidate is ranked with a score that traces back to the criteria you set and the evidence in the CV. No black-box ranking.
- Respectful reply A bilingual rejection A rejection written to be humane, in Arabic and English, so every applicant is turned down with dignity.
- Bilingual, on a phone Arabic and English, on your phone The whole shortlist reads in Arabic and English with full right-to-left layout, and stays clear on a phone over a weak connection.
You did not sign up to read four hundred CVs by hand.
A single posting brings hundreds of applications. They arrive as Word files, photos of printed pages, PDFs in Arabic, PDFs in English, and a few that are barely readable at all. The deadline does not move.
So you screen fast, you keep notes in a spreadsheet, and a quiet worry follows you to the interview room: if a donor questions this hire, can you show exactly why this person made the list and that one did not?
- Hundreds of CVs per role, in mixed formats and two languages, with no clean way to compare them.
- A shortlist built under time pressure that you cannot fully reconstruct three months later.
- Dozens of candidates who applied in good faith and never heard back, which is not how you want your organization to be known.
Five steps, from inbox to defensible shortlist.
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Post the job
Create a posting in minutes, in Arabic, English, or both.
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Parse every CV
We read each application, Arabic and English, PDF or Word, and pull out the facts that matter.
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Score on the criteria
Deterministic scoring rates each candidate against the requirements you set, and shows its work.
- 4
Review the ranked list
Open a clear, ordered shortlist with the reason for every score in plain language.
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Close the loop
Send respectful bilingual replies, including humane bulk rejections, and point candidates to the shared pool they can join themselves.
What you get, and why it holds up.
Reads Arabic and English CVs
Real applications are messy. Shortlist parses Arabic and English text, PDF or Word, not only clean English documents. A scan or photo gets a clear message back, not a guess.
Respectful bilingual replies
Reply to candidates in Arabic or English, one at a time or in bulk. Rejections are written to be humane, so people are turned down with dignity and your reputation stays intact.
Shared talent pool, joined by candidates
Once shared-pool search is live, you will be able to reach strong candidates that other NGOs have already screened. A profile enters the pool only when the candidate puts it there from their own account, using an email address we have verified. A verified address proves control of a mailbox, not identity, so a pool profile is self-asserted and you should confirm credentials as you would for any applicant. No organization can place a candidate in the pool, and nothing moves between organizations silently. Anyone can ask for a profile to be removed, at /me/pool-removal. The listing is hidden from the pool as soon as the request arrives, and within five working days we either confirm the removal or put the listing back.
When the audit comes, you are ready.
Recruitment is a grant-eligible cost, and donors expect to see how it was spent. Shortlist is built so that every shortlist can be explained, evidenced, and reconstructed long after the role is filled.
- A written reason for every decision. Each candidate's score links to the criteria and the evidence behind it, so why this hire is documented, not remembered.
- A record that survives the deadline. Postings, scores, and rejections are kept in order, so you can reconstruct a selection process months later without digging through email.
- Selection on merit, visibly. Because scoring is deterministic and consistent across candidates, you can demonstrate that the same rules applied to everyone.
- Explainable, never a black box
- Exportable audit record
- Pool entry only by the candidate, revocable
Priced as a grant-eligible line item, not a gamble.
Recruitment costs money whether you spend it on staff time, on a job board, or on a bad hire. Shortlist is the defensible option, not the cheapest one. For reference, a single posting on the main local board runs around 200 US dollars, and that buys you a listing, not a shortlist.
Single posting
$100
One role, fully parsed, scored, and closed out. Pay per post.
Starter Pack of 10
$800
Ten postings at a lower per-role rate, for teams hiring across several grants.
Org Annual
$1,800per year
High-volume hiring for one organization, billed annually, with shared-pool search included once that feature is live.
See full pricing
This is already how billing works: you pay for a shortlist you have already seen, not a promise.
Invoice billing in USD (cash or Bankak). No online card required.
What we refuse to do
A new company cannot show you a client list. It can tell you what it has built itself unable to do, which is a harder promise to break.
- We do not rank people by a process nobody can see. Every point a candidate scores traces to a criterion an HR manager set, and the reason is written next to the result. There is no hidden weight and no model deciding who deserves a job.
- No organisation can share a candidate's profile. A profile enters the shared talent pool only when the candidate puts it there, from their own account, using an email address we have verified. That proves control of a mailbox and not identity, so we describe a pool profile as self-asserted and never as vetted. Nothing moves between organisations silently, and anyone can ask for a listing to be removed.
- We do not sell data. Not to recruiters, not to advertisers, not to anyone. CVs and profiles are held on servers in the European Union.
- We do not promise anyone a job. We are not an agency and we do not place people. We show a person where they stand and leave the decision with the organisation, where it belongs.
Questions a careful buyer asks.
Is our candidate data private, and who decides who is in the shared pool?
Your data is hosted in the EU and we do not sell it to third parties. A profile enters the inter-NGO shared pool only when the candidate puts it there from their own account, using an email address we have verified. A verified address proves control of a mailbox, not identity, so a pool profile is self-asserted rather than vetted by us. No organization can place a candidate in the pool, and nothing moves between organizations silently. Anyone can ask for a profile to be removed, at /me/pool-removal. The listing is hidden from the pool as soon as the request arrives, and within five working days we either confirm the removal or put the listing back.
Can it really read Arabic CVs? What about scans?
Yes for Arabic and English. Shortlist reads text-based PDF and Word files in both languages, not only clean digital PDFs. A scan or photo has no extractable text, so it comes back with a clear message instead of a guess; the CV guide explains how to send a readable file.
How is the scoring explainable?
Scoring is deterministic. Each candidate is rated against the criteria you set, and every score links to the evidence in the CV that produced it. There are no hidden weights and no black-box ranking, so you can read and defend any result.
How much does it cost, and is it grant-eligible?
Recruitment is a grant-eligible cost, so Shortlist fits as a budgeted line item. We offer single postings, a pack of ten, and an annual organization plan. See the pricing section for current rates.
What happens to candidates who are not shortlisted?
You can send them a respectful reply in Arabic or English, individually or in bulk. Rejections are written to be humane, so applicants are told clearly and treated with dignity rather than left waiting.
What languages does the interface support?
The full interface works in both Arabic and English, with proper right-to-left layout, and it is built mobile-first to stay usable on a phone and a low-bandwidth connection.
Not ready to talk yet? See the sample first.
Leave your email and we will send you a sample shortlist: scored, bilingual, with a reason on every name. No account, no obligation.
Your next shortlist should be one you can stand behind.
No card required to start. You pay after you have seen the long list.
We verify an email address, not a person. A pool profile is what a candidate says about themselves, and we will not describe it as vetted.