The review uses the job description and the requirements supplied for that vacancy, rather than relying on a generic job-title profile.
Projects, responsibilities, dates, outcomes, qualifications and employment history can provide context for a skill named in the CV.
Skill-level context can distinguish supporting CV evidence from a standalone mention or a requirement that was not found in the document.
The 0-100 score is shown with a summary, strengths and gaps so the recruiter can review more than a number.
CVSense helps organise first-stage review. Recruiters inspect the original CV and decide who progresses.
A missing detail is not proof that a candidate lacks a skill, and document analysis is not a substitute for interviews or formal checks.
The job description and recruiter-supplied requirements define the context for the screening project.
CVSense validates supported files and extracts document text for analysis. Unreadable documents are kept separate as Invalid.
The analysis reviews skills, experience, education and the supporting context presented in the document.
The recruiter receives a score, band, summary, strengths and gaps, with the original CV available before any action is taken.
A relevance score helps organise a first-stage review. The explanation and source CV are necessary for responsible interpretation.
A result only has meaning in relation to the vacancy it was screened against. Confirm that the job description and essential criteria are current and relevant.
A number is not a complete assessment. Review the summary, strengths, gaps and any skill-level context before deciding whether a candidate needs closer review.
An unreadable or unsupported document is a technical outcome, not a candidate-quality judgement. Review or request a readable file before making a progression decision.
The source document remains important. It lets the recruiter check extraction, understand career context and notice relevant information the structured result may not capture.
CVSense reviews the content supplied. It does not authenticate qualifications, prove employment history, establish fraud or predict job performance.
Recruiters should apply criteria consistently, provide reasonable adjustments where required and remain responsible for progression and hiring decisions.
Evidence-Based Skill Validation, or EBSV, is the name CVSense uses for its approach to reviewing the evidence presented in a CV against the criteria of a specific vacancy. It does not independently verify that a candidate's claim is true.
The 0-100 score is a role-specific relevance indicator for first-stage review. Recruiters should interpret it alongside the written summary, strengths, gaps, source CV and the requirements that matter most for the vacancy.
No. A score helps organise a review; it is not a hiring recommendation or proof that every CV statement is accurate. Recruiters should inspect the CV, interview relevant candidates and complete the checks required for the role.
CVSense can highlight a skill mentioned without supporting context in the submitted document. Only interviews, references, qualification checks or other formal verification can establish whether a claim is accurate.
The result can identify requirements not found in the CV or areas that need follow-up. Missing evidence in a document is not the same as proof that the candidate lacks the skill.
The recruiter does. CVSense provides a ranked and reviewable view, while the recruitment team decides who progresses and remains responsible for fair treatment, adjustments and final decisions.
See how CVSense turns up to 500 CVs into a ranked, reviewable candidate list.
Compare screening approaches, buying criteria and the questions UK recruiters should ask.
AI CV screening scored against NHS Constitution values and Agenda for Change.
Score candidates against Success Profiles — Behaviours, Strengths, Experience, Ability.
How CVSense compares to Greenhouse for UK recruiters.
How CVSense compares to Workable for UK recruiters.
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