Most hiring tools forget everything between roles.
Recruiters do the same work twice because the context never carries over. The next role starts from an empty folder, not from what you already learned.
You re-read the same CVs every role
People you already screened sit in old inboxes and dead spreadsheets. The next time a fitting role opens, nobody remembers them and the reading starts over.
You cannot defend the shortlist
Why someone ranked where they did, what the manager really wanted, which question exposed the risk: it lives in calls and comments, then a hiring manager pushes back and you have nothing to point to.
Last role's learning is gone
A classic ATS stores applications. It does not learn. So each new role repeats the same reading, ranking, and guessing from scratch.
Pick your situation, not a product name.
Three ways in, the same engine underneath. Start where you are today.
Rank the candidates you have.
Upload your CVs or LinkedIn PDFs and get a ranked shortlist with evidence, risks, and the questions to ask.
See sHRark ATSNeed people nowNo CVs to upload? Describe the role.
Tell us the role and the same engine returns an anonymized, reasoned shortlist from our reviewed pool. Every match is checked by a person first.
See sHRark JobsYou are the candidateGet found, privately, for free.
Leave your CV once. Employers first see an anonymized profile, and reach out only with your consent.
Leave your CVthe candidate siteYour candidate history, turned into a ranked shortlist with evidence.
Create a role, upload CVs or LinkedIn PDFs, and sHRark ranks every eligible candidate, shows the evidence, flags the risks, and suggests the questions to ask. Then it learns from what you decide.
Ranking you can defend
Every score links back to source text, so you can explain a shortlist to a hiring manager in seconds, not justify a black box.
Risks and questions surfaced
sHRark names the gaps and hands you the exact questions to test them in the interview, instead of leaving you to find them later.
Memory that compounds
Notes, stage moves, rejections, and hires feed the next ranking, so the system gets better at how your team specifically hires, including across roles and clients when the data scope allows it.
Sample ranking
Candidate A.K.
Role: Senior Product Manager
Match score
How the score is built
Stability: a higher score means longer tenure and lower risk.
Strengths
- 8 years leading product teams
- Shipped 3 products from idea to launch
Risk to test
- No experience in a regulated industry
Evidence
“Led the team that rebuilt checkout and cut failed payments by a third.”
Suggested question
Tell me about a launch that slipped, and how you brought it back on track.
Candidate A.K.
Senior Product Manager
87
Strong fitScore history
+15 over 6 re-ranksEvidence, linked to source
“Led the team that rebuilt checkout and cut failed payments by a third.”
CV, page 1
Dashboard
78% setup avgOpen roles
6
Active candidates
38
Pending actions
3
Hired / offers
1/2
Strongest fits
Candidate A.K.
Ranked for Senior Product Manager
Needs attention
- Backend Engineer needs a stronger brief
- Candidate stuck mid-pipeline, no movement for 9 days
A two-sided match, run by the same engine.
Employers describe the role. Experienced candidates submit once. sHRark keeps the pool verified, ranks anonymized fit, and introduces only the strongest matches with the reasoning behind them.
No CVs to upload? Describe the role.
Skip the sourcing grind. The same engine that powers sHRark ATS ranks our reviewed pool and returns a short, anonymized shortlist of the strongest matches, each with its reasoning.
- Anonymized shortlist, not a CV dump
- Every match comes with its reasoning
- You only see people who actually fit
Already have a bench or past applicants worth keeping warm? Invite them to the pool. You can preview exactly what a candidate sees first.
Preview the candidate siteSenior Frontend Engineer
3 candidates shownCandidate #8f3ac21d
Anonymized
Candidate #1b09e7aa
Reveal requested
Candidate #c4d5e6f0
Anonymized
Match rationale
Evidence: strongLooking, quietly? Get found, for free.
Leave your CV once and stay in control the whole way.
- Free for candidates
- Anonymized to employers
- Contacted only with your consent
- Human reviewed, never scraped
We asked you first
Reveal request pending your approval. No contact details are shared until you say yes.
One engine underneath both.
sHRark Core scores, explains, and remembers. ATS and Jobs are the same engine pointed at different candidate sources: your own data, or our shared pool.
Plans that scale with your hiring, not your headcount.
Every plan includes the full ranking engine, evidence checks, and public application links. Limits are live capacity: active recruitments and stored candidates.
Starter
€59
per month
For a single hiring stream.
- 2 active recruitments
- 100 candidates
- Ranking, evidence, public links
Team
Most popular€149
per month
For teams hiring continuously.
- 7 active recruitments
- 400 candidates
- Clients, decisions workspace, PDF exports
Business
€349
per month
For high-volume recruitment.
- 20 active recruitments
- 1200 candidates
- Full analytics, audit exports
Scale
from €790
per month
Custom volume, SSO, onboarding.
- Custom limits
- SSO and security review
- Dedicated onboarding
Start your 30-day trial on your existing candidate history.
Create a role, upload up to 50 CVs or LinkedIn profile PDFs, and test the AI memory loop on real recruiting work. After 30 days you decide whether it belongs in your process.
Your first AI ranking
Create a role, upload candidates, and get a ranking with evidence, risks, and suggested questions.
Learning from decisions
Feedback, notes, stage moves, and outcomes update future rankings instead of dying in comments.
Reusable recruiting memory
The next search starts with patterns from the previous one, including job-ad signals and cross-role fits.
Request trial access
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