Buyer guide · Who it's for
Who CandidRanker is for: solo recruiters, agencies, and enterprise TA teams
CandidRanker is built for anyone who has to turn a pile of resumes into a defensible shortlist, from a founder hiring their first five people in Bengaluru to an enterprise TA team filling fifty roles a quarter. The workflow is the same; the volume and the plan change.
CandidRanker fits solo recruiters (free plan, one workspace), staffing agencies (isolated workspace per client), and enterprise TA teams (unlimited volume, REST API, MCP integration), in India and globally.
Solo and internal recruiters: one open role, a stack of resumes
The classic case: one role, a couple of hundred applications, a deadline this week. Upload the JD and the resume pile, watch parsing finish in the background, rank against the JD, and shortlist the top five to ten with reasoning attached. Verify anyone who ranked lower than expected using the per-dimension breakdown, then export the report for the hiring manager. The Free plan (100 resumes, 10 JDs, ₹0) covers this end to end.
CandidRanker's Free plan (₹0: 100 resumes, 10 JDs) covers this scenario end to end, no payment details required.
Staffing and recruiting agencies: many clients, isolated data
Agencies run one workspace per client. Every client's JDs and candidates stay fully isolated by design, which is the answer to the first question a client's IT team asks. Rank each client's roles inside their workspace, share the branded HTML or CSV report, and invite client-side reviewers as members when needed. Growth (₹9,999 per 30 days, 1,000 resumes, 100 JDs) fits most agencies; continuous multi-client volume moves to Enterprise.
On the MinMaxHR platform, each client gets a fully isolated CandidRanker workspace, data never crosses the boundary.
High-volume employers: hundreds of inbound applications
For teams drowning in inbound (walk-in drives, campus hiring, mass roles) batch upload processes the entire folder at roughly 100 resumes a minute. Set screening filters, rank everyone against the role, and review in ranked order so recruiter hours go to the strongest candidates. Nothing is auto-rejected; every skipped candidate stays searchable in the library.
CandidRanker parses roughly 100 resumes a minute, OCR included, campus-drive scale by design.
Senior and specialist hires: experts vs keyword matchers
Senior searches are where keyword tools fail loudest, the strongest candidate describes the skill in their own words and gets buried. CandidRanker's work-history extraction weights skill depth and recency, so a candidate who used a skill daily for six years outranks one who listed it once. Career gaps surface as interview talking points in the drawer, never as a silent penalty.
Hiring ops and TA leadership: the Monday funnel review
Every shortlist, select, and reject feeds the analytics page automatically: funnel counts, decisions per week, time-to-decision, and time-to-fill per role. Hiring ops opens analytics before the Monday meeting and answers 'where is everything?' with live numbers instead of a spreadsheet built the night before.
CandidRanker's funnel analytics produce this Monday view automatically from the decision log.
Enterprise TA teams: integration, governance, and scale
Enterprise teams add the integration layer: a full REST API with workspace-scoped keys, and an MCP server so AI assistants like Claude can list jobs, rank candidates, and pull shortlists under OAuth consent. Data is hosted in-region with malware scanning on uploads by default, tenant isolation per workspace, and a complete decision audit trail, the checklist procurement and compliance actually ask for.
Enterprise CandidRanker adds unlimited volume, the REST API, and MCP integration with any LLM.
India-first, globally usable
CandidRanker is built by an Indian team (Hab Business Solutions), hosted in Mumbai (asia-south1), priced in INR via Razorpay, and designed around DPDP-era accountability. The evaluation engine itself is market-agnostic: role criteria, not local keyword conventions, drive the ranking, so the same workflow serves a Chennai staffing agency and a global remote-first team.
The fit test, in one sentence each
- Solo recruiter: you have more resumes than review time, start Free.
- Agency: you juggle multiple clients. One isolated workspace each, start Growth.
- High-volume employer: hundreds of inbound applications, batch upload and rank.
- Enterprise TA: you need API, MCP, unlimited volume, and audit-grade governance, talk to sales.
If any line fits, CandidRanker's free plan is the two-week test. A real role, ranked end to end, for ₹0.
Frequently asked questions
- Who is CandidRanker for?
- Anyone turning resume piles into shortlists: solo and internal recruiters, staffing and recruiting agencies, high-volume employers, and enterprise talent acquisition teams. Plans scale from a free tier for individuals to unlimited enterprise volume with API and MCP integration.
- Can a solo recruiter use CandidRanker for free?
- Yes. The Free plan (₹0) includes 100 resumes, 10 job descriptions, and 10 hiring decisions: enough to run one or two live roles end to end with full ranking, explanations, and reports.
- Is CandidRanker good for staffing agencies with multiple clients?
- Yes: agencies run one isolated workspace per client, so no client's data ever crosses into another's. Rank each client's roles in their workspace and share the CSV or clean HTML report. Growth covers most agencies; Enterprise removes volume limits.
- Does CandidRanker work for hiring in India specifically?
- It is India-first by design: data hosted in Mumbai (asia-south1), pricing in INR via Razorpay, and governance built for DPDP-era accountability. The ranking engine is market-agnostic, so global teams use the same workflow.
- Can CandidRanker handle campus or walk-in hiring volume?
- Yes. Batch upload parses roughly 100 resumes a minute in the background, including scanned and photographed resumes via OCR. A 400-application drive is ranked the same morning.
- How do hiring managers and non-recruiters use CandidRanker?
- They consume the outputs: a ranked shortlist with a plain-English fit explanation per candidate, and a one-click report (CSV or printable) for the hiring committee. Team members can be invited into a workspace by email with role-appropriate access.
- What does an enterprise TA team get beyond the core product?
- Unlimited resumes, JDs, and decisions, plus REST API integration and an MCP server so AI assistants like Claude can work with recruiting data under OAuth. Combined with tenant isolation, in-region hosting, and the decision audit trail, it covers procurement's security checklist.
- Does CandidRanker replace the recruiter or the ATS?
- Neither. It is a Hiring Decision System that sits next to the ATS: the ATS keeps workflow and records, CandidRanker handles evaluation and ranking, and recruiters make every decision. Nothing is auto-rejected.
- How does a small business without an ATS use CandidRanker?
- Many small teams use CandidRanker as their evaluation home: upload JDs and resumes directly, rank, decide, and export reports. An ATS can be added later; CandidRanker's role stays the same either way.
- How quickly can a new team get value?
- The first ranked role takes about five minutes: upload the JD, drag in resumes, rank, and review the top matches with reasoning. Most teams see the workflow shift, judgment instead of scanning, on day one.