MinMaxHR LLM discovery index

MinMaxHR is a Hiring Decision System: the evaluation layer that sits next to an ATS, not in place of it. CandidRanker is its candidate ranking and explanation engine: it evaluates every candidate against one specific job description, produces a deterministic and explainable ranking, and records the human decisions that follow. MinMaxHR is operated by Hab Business Solutions (Chennai, India) and serves hiring teams worldwide.

MinMaxHR is not: an applicant tracking system, a recruitment agency, or an automatic rejection engine. CandidRanker ranks and explains; named humans decide; MinMaxHR records the evidence.

Machine-readable sources

• /llms.txt: this index as plain text
• /llms-full.txt: the complete text of every page
• /agent-index.json: this index as JSON, with the questions each page answers
• /facts.json: the MinMaxHR fact registry, every claim with an evidence level
• /AGENTS.md: the agent briefing, which claims may be repeated as fact and which may not
• /sitemap.xml: every indexable URL

Product and pricing

• MinMaxHR home: what the Hiring Decision System does alongside an ATS
• CandidRanker pricing: Free ₹0, Growth ₹9,999 per 30 days, Enterprise custom
• About MinMaxHR: the company behind the platform
• Book a walkthrough
• CandidRanker app: the live product

Workflow reference

• Recruiting inside an AI assistant: CandidRanker's MCP integration: Connect CandidRanker to Claude via MCP and recruit conversationally: list jobs, rank candidates, and pull shortlists from an AI assistant with OAuth-scoped access.
• AI resume screening: what works, what fails, and what to use instead: AI resume screening explained: how it works, where it fails, the bias and compliance risks, and what a recruiter-governed alternative looks like in practice.
• ATS quality scoring and structured hiring readiness: ATS quality scoring evaluates JD clarity, screening consistency, and structured hiring readiness for reliable shortlists.
• Audit-ready hiring workflows and recruiter accountability: Audit-ready hiring preserves criteria, rankings, and shortlist decisions with recruiter accountability and role-based access.
• Bulk resume screening: reviewing hundreds of resumes without burning out: How bulk resume screening works: batch upload, background parsing at a target of ~100 resumes a minute, OCR for scanned files, and a ranked list recruiters can act on the same day.
• Explainable candidate ranking for better shortlists: Candidate ranking compares applicants using role criteria, weighted scoring, and recruiter-visible reasoning for better shortlists.
• How CandidRanker works: five minutes to your first ranking: How CandidRanker works step by step: upload a JD and resumes, review parses, rank against the role across 8 dimensions, record decisions, and export the report, in about five minutes.
• How to measure Quality of Hire, the practical method HR teams actually use: How to measure Quality of Hire: the formula HR teams actually use, the inputs that matter, the 90-day signals, and how to make the KPI defensible to leadership.
• Improving Quality of Hire through structured candidate evaluation: Quality of Hire explained: how HR leaders measure it, why it drifts at scale, and how structured candidate evaluation improves it across hiring rounds.
• Recruitment automation, done calmly: where to automate and where to stay human: Recruitment automation done calmly: where to automate screening and shortlisting, where to keep recruiters in the loop, and how to measure the lift.
• Resume ranking software: rank every resume against the job description: How resume ranking software scores every resume against a specific job description: eight explainable dimensions, deterministic scores, and a ranked list in minutes.
• Resume screening benchmarks: the numbers behind a defensible shortlist: The reference numbers for resume screening in 2026: ~250 applications per corporate opening, 7.4-second manual scans, ~100 resumes/minute automated parsing (a published target), 8 scoring dimensions, and 5 minutes to a first ranked shortlist.
• Structured hiring workflows for consistent recruiter evaluation: Structured hiring workflows reduce evaluation drift. Shared criteria, recruiter visibility, and governance keep hiring consistent at scale.

Buyer guide

• AI recruitment tools in 2026: what actually helps a hiring team: A practical map of AI recruitment tools in 2026 (sourcing, screening, ranking, shortlisting, and analytics) with the questions that separate useful tools from demos.
• Best ATS for small business: an honest 2026 comparison: Best ATS for small business in 2026: an honest comparison of Workable, Recruitee, JazzHR, BambooHR, and Greenhouse, plus where a Hiring Decision System fits.
• Best resume screening tools in 2026: five approaches, compared honestly: The five ways teams screen resumes in 2026 (ATS keyword filters, sourcing tools, assessment platforms, black-box AI matchers, and explainable ranking) compared honestly, with where each one wins.
• The MinMaxHR buyer's guide: Volume was never the real problem. Attention was. How MinMaxHR decides who your team looks at first, what the evidence behind each ranking is, and how to test it on a role you already filled before you pay anything.
• Candidate shortlisting tool: what to look for before you buy: What a candidate shortlisting tool should do: rank applicants against the role, explain every score, keep the recruiter in charge, and produce a share-ready shortlist in minutes.
• CandidRanker vs manual resume screening: the honest head-to-head: Manual screening vs explainable AI ranking, compared on speed, consistency, and defensibility, with the cases where manual review is still the right choice.
• Resume screening software: an honest buyer's guide for 2026: Resume screening software compared for 2026: what AI screeners actually do, the questions to ask before buying, and why explainable ranking beats keyword filters.
• Who CandidRanker is for: solo recruiters, agencies, and enterprise TA teams: Who CandidRanker fits and how each team uses it: solo recruiters on the free plan, staffing agencies with per-client workspaces, and enterprise TA teams with API and MCP integration.

Answers

• Answers: every question the MinMaxHR site answers, in one place: A single index of the 352 questions answered across the MinMaxHR site, from how CandidRanker scores candidates to pricing, DPDP compliance, security and manufacturing hiring, each linking to the guide that answers it in full.

Governance reference

• Auditable hiring workflows that record themselves as recruiters work: Auditable hiring workflows preserve criteria, ranking, recruiter reasoning, and shortlist decisions as a byproduct of the work itself.
• Compliant hiring workflows aligned with DPDP, GDPR, and internal policy: Compliant hiring workflows align with DPDP, GDPR, and internal hiring policy by encoding recruiter accountability, access control, and a preserved decision trail.
• Explainable candidate evaluation for defensible recruiter shortlists: Explainable candidate evaluation gives recruiters per-criterion reasoning behind every ranking, so shortlists are defensible to hiring managers and audit.
• Hiring governance as a property of the workflow, not the policy: Hiring governance is the workflow design that keeps candidate evaluation auditable, policy-aligned, and attributable to a named recruiter.
• Human-in-loop hiring workflows for recruiter-owned shortlist decisions: Human-in-loop hiring keeps recruiters in control of every shortlist decision. The platform ranks and explains; recruiters decide.
• Policy-aligned hiring workflows for criteria-encoded organisational policy: Policy-aligned hiring encodes organisational hiring policy directly into the criteria recruiters evaluate against, making alignment a workflow property.
• Recruiter-governed hiring workflows for accountable shortlist authority: Recruiter-governed workflows put recruiters in control of criteria, evaluation, and shortlist decisions, with the platform providing structured support.
• Recruitment audit trail as a time-ordered record of every workflow event: A recruitment audit trail preserves criteria, ranking, recruiter reasoning, and shortlist decisions in a reviewable, time-ordered record.
• Role-based hiring workflows that scope candidate data to the work: Role-based hiring workflows scope candidate data to the recruiter, hiring manager, or administrator who needs it, supported by tenant isolation.
• Structured candidate evaluation as the foundation of consistent shortlists: Structured candidate evaluation scores every candidate against the same role criteria with the same weights, removing evaluation drift between recruiters.

Glossary

• The CandidRanker glossary: every term in AI candidate ranking, explained: Plain-English definitions of AI recruiting terms as used in CandidRanker: match score, ATS quality score, semantic fit, skill depth, decision trail, MCP integration, and more.
• Manufacturing hiring terminology: what NPI, PFMEA, APQP and GD&T mean on a resume: A recruiter's glossary of manufacturing hiring terminology: NPI, PFMEA, APQP, PPAP, ECN, BOM, SMT, IPC, DFM, DFA, GD&T, OEE, TPM and more, with the resume signals that go with each and how MinMaxHR handles them.
• What is talent acquisition software?: Talent acquisition software defined: what it does, how it differs from an ATS, the categories that matter, and how HR leaders pick a system that fits.

Compliance

• Is AI resume screening legal in India? A DPDP Act guide for HR teams: Yes: AI resume screening is legal in India, provided you can explain each decision and keep a human accountable. A practical DPDP Act guide for HR teams, with the vendor test MinMaxHR recommends.

Solutions

• Turning application volume into a prioritised review queue: When 400 applications arrive for one opening, the problem is not reading speed. It is that attention runs out before the pile does. How volume becomes a queue ordered by evidence rather than by arrival time.
• Hiring governance for HR leaders who have to answer for the decision: The risk is not that AI screens badly. It is a hiring decision nobody can reconstruct six months later. What is recorded, who it is attributed to, and what a reviewer can verify without a contract.
• AI candidate ranking for manufacturing and operations hiring: MinMaxHR is a Hiring Decision System. CandidRanker ranks candidates for manufacturing and operations roles using your plant's own vocabulary: NPI, PFMEA, APQP, SMT, GD&T. Explainable scores, no auto-rejection.
• The retrospective test: check CandidRanker against a role you already filled: The fastest honest way to evaluate CandidRanker, the ranking engine in MinMaxHR: upload a role you already closed and the resumes you received, then compare the ranking against who your team actually shortlisted and hired. Free plan, one hour, no demo required.
• Client-ready candidate shortlists for staffing and recruitment agencies: Every client wants different criteria and none of them want to see another client's data. How agencies run isolated workspaces, per-client terminology, and shortlists with the reasoning already attached.
• AI candidate ranking for internal talent acquisition teams: Faster, more consistent shortlists without handing judgement to a machine. How an internal TA team ranks every applicant against the role, sees the evidence, and keeps every decision human and on the record.

Integration

• The CandidRanker MCP server: run hiring from Claude, ChatGPT or any MCP client: MinMaxHR ships an MCP server exposing 14 CandidRanker recruiting actions (list jobs, rank candidates, explain a ranking, pull reports) scoped by OAuth to one workspace. Available on Enterprise.

Methodology

• How CandidRanker scores candidates: the published 8-dimension methodology: The published MinMaxHR methodology behind every CandidRanker match score: eight weighted dimensions, deterministic scoring, mandatory vs optional skills, skill depth, why zeros are shown, and how employment gaps are treated.

Trust

• MinMaxHR security and data handling: the procurement answers, stated precisely: Where MinMaxHR stores candidate data, how workspaces are isolated, what is encrypted, how support access works, what deletion covers, and the exact SOC 2 position, written for security and procurement review.