Recruitment Automation - every resume parsed, every score recorded with its reasons
Four hundred resumes for one role, and the hiring manager wanted a shortlist yesterday. Blue Mesh parses each resume, extracts the skills, and scores every applicant against the same criteria your team configures for the role, recording the reasons behind each score. Your recruiters start from a documented ranking instead of a stack, and the hiring decision stays with them.
From resume stack to documented ranking
The sequence is short and every step of it leaves a record, because in recruitment the record is not admin overhead. It is what you will be asked for.
Parsing and extraction
Resumes arrive in the shapes candidates send them. Blue Mesh parses each into structured records, so four hundred documents become one comparable dataset.
- 01.01Parses each resume as submitted
- 01.02Skills and experience extracted to structured records
- 01.03The whole applicant pool processed the same way
- 01.04Extraction logged per resume
Scoring against configured criteria
One set of criteria, configured by you and applied to every applicant. Each score carries its reasons. It produces a ranking with its working, nothing more.
- 02.01One scoring set per role, configured by your team
- 02.02The same set applied across the pipeline
- 02.03Every score recorded with its reasons
- 02.04No score exists without a record
The record, and who it answers
Results return to your ATS with the record behind them: criteria, scores, reasons, the decision. High-risk under the EU AI Act, so this record is evidence, not compliance.
- 03.01Write-back to the ATS you already run
- 03.02Criteria, scores, and reasons retained
- 03.03Recruiter decisions logged at the gate
- 03.04The record your process is examined against
Four hundred resumes, one documented shortlist
Screening large resume volumes by hand delays hiring, and it leaves no record of why any one candidate was advanced or set aside.
Blue Mesh parses each resume and scores applicants against your criteria. It ranks and documents; the hiring decision stays with your recruiters.
Recruiters start from a documented ranking, not a raw stack: the first pass is done and the reasons written down. How it was produced is a record.
Built for a process that gets questioned
Same configured criteria, every applicant
One scoring set per role, applied across the whole pipeline. That is a statement about configuration, and deliberately nothing more: what the criteria should be, and whether they are the right ones, remains your team's call.
Every score carries its reasons
Each score is logged with the criteria applied and what was found against them, attributable and timestamped. A shortlist assembled by hand cannot answer why someone was set aside six months later. This one can show what was scored and why, and who then decided.
The decision is not the system's to make
Blue Mesh ranks and documents, then stops. The hiring decision stays with your recruiters, by design: the gate between a ranking and an outcome is a person, and their decision is logged alongside the scores that informed it.
Candidate data under your controls
Resumes are personal data. The platform deploys private cloud, on-premises, air-gapped, with role-based access on who can configure criteria, run scoring, and read results.
- BM Studio Where the parse, score and write-back sequence is assembled, including the point at which it stops and waits for a person.
- Trust and security Candidate data is personal data. Where it sits, who can reach it, and what gets logged: the controls, named one by one.
Bring one open role and its resume stack
We will configure the criteria with your team, run the scoring live, and walk the record behind every score. Your recruiters keep the decision. You keep the evidence.