A Hiring Decision System to Build Quality Teams

When the resumes keep coming, MinMaxHR helps your team decide who deserves attention first, why they fit, what is missing, and where a human should review.

CandidRanker is the candidate ranking and evaluation engine within MinMaxHR. It scores every candidate against one specific job description and shows the evidence behind each score, including the dimensions that scored zero, so recruiters start with the strongest applicants rather than the earliest ones.

Why is resume screening still the bottleneck?

Volume was never the real problem. Attention was. A recruiter has a fixed amount of attention per role, and a stack of resumes spends it in the order the files arrived, so a strong candidate deep in the pile is not rejected. They are never reached. MinMaxHR decides who is looked at first, and records why.

Decide Better. Hire Higher-Quality Candidates.

MinMaxHR works alongside existing ATS workflows. The ATS manages the recruitment workflow, while CandidRanker focuses on candidate evaluation, ranking, and prioritization. CandidRanker ranks and explains, your people decide, and MinMaxHR records the evidence.

How CandidRanker works

1. Provide the job requirements.
2. Upload the candidate resumes.
3. Evaluate candidates against the role.
4. Review the ranking and supporting evidence.
5. Make the shortlist decision as the recruiter.

Who MinMaxHR is for

• Internal recruiters
• Staffing and recruiting agencies
• High-volume employers
• Enterprise talent acquisition teams

Volume was never the real problem. Attention was.

Before: Attention spent in arrival order

Resumes are read in the order they landed. A recruiter gives the first fifty a fair look and the next two hundred a glance, so a strong candidate at position 180 is not rejected. They are never reached.

• Attention runs out
• Strong candidates missed
• Criteria drift by reviewer
• Reasoning reconstructed later

After: Attention spent on the right people

Every candidate is scored against the role before anyone reads a line, so recruiter attention starts where the evidence is strongest and the reasoning is on the screen next to the score.

• Ranked against the role
• Evidence and gaps visible
• Same inputs, same result
• Decisions on the record

Decision systems vs traditional ATS. Two different jobs.

Both belong in a mature hiring stack, they solve different problems.

Applicant Tracking System: Manages the hiring workflow.

Job postings, application status, interview stages, and candidate records, the operational backbone of a hiring pipeline.

What you already use: Workday, Greenhouse, Lever, Zoho Recruit, Darwinbox, Keka, Naukri RMS.

Hiring Decision System: Helps teams prioritize and evaluate candidates faster.

Structured ranking, clearer shortlists, and faster decisions. Sits between your inbox and your ATS.

What MinMaxHR is: MinMaxHR · CandidRanker.

What the system will never do to a candidate.

Ranking is only useful if you can check it. These are the properties you can test on your own data, on the free plan, before you trust a single shortlist.

• <strong>No candidate is auto-rejected.</strong> Shortlist, select and reject are human actions. Each needs a written reason and is logged to a named recruiter. There is no auto-rejection setting to turn on.
• <strong>The same inputs give the same score.</strong> Scoring is deterministic. The same job description and the same resume produce the same result every run, which is what makes a retrospective test meaningful.
• <strong>Every dimension shows its evidence.</strong> Each contributing factor is inspectable on the candidate card and in the report, including the ones that scored zero. A result you disagree with is something you can open.
• <strong>Your AI and your data stay in India.</strong> CandidRanker's AI processing and its database are hosted in India. Customer data is stored and processed in Mumbai on Google Cloud asia-south1.
• <strong>One client never sees another.</strong> Every workspace is isolated at the database level, with API requests checked against workspace membership and row security as defence in depth.
• <strong>Changes to the scoring are traceable.</strong> Edits to weights, filters, skills, aliases and terminology are traceable to the person, the time and the before and after values, and require a reason.

Six steps. No new workflow for your team to learn.

From resume pile to clear shortlist, without changing how your team already operates.

1. Upload resumes. Bring in resumes from your existing pipeline.
2. Add criteria. Define what matters for the role.
3. Review ranking. See candidates structured against your criteria.
4. Prioritize. Focus recruiter time on the most relevant matches.
5. Shortlist. Move to interviews with clearer signals.
6. Report. Export an auditable hiring report to share with your team.

A calm, operational platform for hiring decisions.

Built around hiring KPIs your leaders actually track.

• Time to Hire. Shorten the gap between role open and offer accepted.
• Hiring Quality. Consistent criteria, fewer mis-hires from rushed screening.
• Recruiter Throughput. More roles closed per recruiter, without burnout.
• Shortlist Conversion. Higher ratio of shortlisted candidates moving to interview.
• Evaluation Consistency. Same role criteria applied to every candidate.
• Screening Load. Reduce hours spent reading resumes from scratch.

The expensive part is not the time. It is who you never looked at.

A role closes on the best candidate anyone actually read, which is not the same as the best candidate who applied.

What happens

• Good applicants never reached
• Roles reopen after a weak hire
• Candidates drop off waiting
• Managers ask for justification later

What MinMaxHR improves

• Attention goes to the strongest first
• Evidence ready before the interview
• The same criteria for every applicant
• A decision record that holds up

A platform built for the full hiring decision layer.

CandidRanker is the first product. The platform extends across the hiring decision workflow.

• Candidate Ranking (live). Structured prioritization against role criteria.
• Shortlist Clarity (live). Clearer signals on who moves to interview.
• Hiring KPI Visibility (live). Operational metrics leaders can act on.
• More coming (soon). Connected tools for every step of hiring.

Common questions.

What is MinMaxHR?

MinMaxHR is a Hiring Decision System. Your ATS owns the pipeline: postings, stages, candidate records. MinMaxHR owns the decision step: ranking every applicant against one specific job description, showing the reasoning, and recording who decided what and why.

What is CandidRanker?

CandidRanker is the candidate ranking and evaluation engine within MinMaxHR. It evaluates candidates against role requirements and presents a prioritized list with recruiter-visible reasoning so hiring teams can review stronger candidates first.

Is MinMaxHR an ATS?

No. Your ATS owns the pipeline: postings, stages, candidate records. MinMaxHR owns the decision step: ranking every applicant against the role and recording who decided what and why. Keep Workday, Greenhouse, Lever or Zoho Recruit. MinMaxHR sits next to it, not in place of it.

How does CandidRanker rank candidates?

It scores every candidate 0 to 100 against one specific job description, across eight weighted dimensions: skills, tools, experience, education, certifications, projects, title similarity and semantic similarity. Every dimension shows the evidence behind it, including the ones that scored zero. Same JD and same resume, same score, every run.

Does CandidRanker automatically reject candidates?

No. Shortlist, select and reject are human actions. Each one needs a written reason and is logged to a named recruiter. There is no auto-rejection setting to turn on, and no pending state the system moves candidates into on its own. The system ranks and explains. Your people decide.

Why not just use ChatGPT to screen resumes?

Those are two different things. Pasting a candidate's resume into a public chatbot sends their data to a system you do not control, with no record of who saw what. CandidRanker's MCP server is the opposite: an assistant connects through OAuth, is scoped to one workspace, carries only the permissions you approve, and every action it takes is logged to a named person. Use an assistant through MCP, not by pasting.

What if CandidRanker ranks someone wrong?

You open the ranking and see why. Every dimension shows its evidence, including the ones that scored zero, so a result you disagree with is something you can inspect rather than argue with. Scoring is deterministic: the same job description and the same resume produce the same score every run, which is what makes it testable against a role you already filled.

Where is our candidate data stored, and where does the AI run?

Customer data is stored and processed in Mumbai, India, on Google Cloud asia-south1, in tenant-isolated workspaces with TLS in transit and encryption at rest. CandidRanker's AI processing and its database are hosted in India. Uploads are malware scanned by default and support access is read-only and time-bounded to 24 hours.

How do we evaluate this without a demo?

Take a role you have already closed. Upload that job description and the resumes you actually received, then compare the ranking against who your team shortlisted and hired. It runs on the free plan, takes about an hour, and uses your data rather than a curated demo set.

Can CandidRanker work with an ATS?

Yes. MinMaxHR is positioned to work alongside existing ATS workflows rather than replace the ATS. CandidRanker focuses on the candidate evaluation and ranking step.

What does the MinMaxHR Free plan include?

The Free plan provides 100 resumes, 10 job descriptions, and 10 hiring decisions for CandidRanker usage. Current pricing and limits are maintained on the MinMaxHR pricing page.

How much does MinMaxHR Growth cost?

The MinMaxHR Growth plan is ₹9,999 for a 30-day period and includes 1,000 resumes, 100 job descriptions, and 200 hiring decisions. See the pricing page for the current plan details.

Is MCP available on the Free or Growth plan?

No. MinMaxHR MCP integration is an Enterprise capability. Enterprise teams can use the supported MCP workflow to connect CandidRanker with AI assistant and agent workflows.

Who is MinMaxHR for?

MinMaxHR is designed for internal recruiters, staffing and recruiting agencies, high-volume employers, and enterprise talent acquisition teams that need a more structured way to rank and evaluate candidates.

Get Started with CandidRanker · View MinMaxHR pricing · Book a live demo · Explore MinMaxHR resources