The recruitment workflow is broken.
And it's costing you candidates.
Recruitment teams are drowning in applications, losing candidates to slow processes, and spending hours on admin that should be automated. The tools they have weren't built for the way modern hiring actually works.
Where the hours go
Ask any in-house recruiter how they spend their day. Screening CVs will be near the top of the list — and not in a good way.
The volume problem
A mid-level role at a recognisable brand can attract 200+ applications. Reading them all properly — accounting for formatting, career gaps, unclear job titles — takes days. Most recruiters skim. Good candidates get missed.
The ambiguity problem
CVs rarely tell you everything you need to know. A candidate might have the right experience but describe it vaguely. You don't have time to chase every borderline applicant — so you reject them. Some of those people would have been great hires.
The process problem
Even when you find the right candidates, the workflow lets you down. Chasing hiring managers, scheduling interviews over email, sending assessments manually — it adds days to every hire and candidates drop out while you're waiting.
"I'll spend three hours going through applications, reject thirty people, interview five — and still feel like I might have missed someone. That uncertainty never goes away."
— In-house Talent Lead, Professional Services firm
Bias you didn't know you had
Traditional CV screening isn't just slow — it's uneven. The way CVs are read introduces biases that no one intends, but everyone experiences.
School and university name
Candidates from certain educational backgrounds are screened in faster — regardless of their actual skills. It happens everywhere, including in teams that know better. CVs shouldn't come with a postcode.
Career gaps
A gap on a CV triggers a question mark. That candidate might have been caring for a family member, recovering from illness, or travelling. Avlo treats gaps as neutral unless the role makes them relevant.
Name and perceived background
CVs with names that read as foreign get fewer callbacks — even with identical content. It's documented, it's widespread, and it's entirely avoidable. Screening on skills and experience, not identity, is better for candidates and better for you.
Time of day and fatigue
The 40th CV of the afternoon gets a fraction of the attention the first got. Avlo applies exactly the same standard to every application, regardless of order or volume.
Built for the whole hiring workflow, not just screening
Avlo handles the process from application to interview — so you can focus on the decisions that actually need a human.
- ✓ Every CV read in full against your requirements — no skimming
- ✓ Borderline candidates get a personalised follow-up — not a rejection
- ✓ Structured assessments sent to your shortlist in one click, AI-scored against your competency framework
- ✓ Interview scheduling handled end to end — slots, bookings, calendar invites
- ✓ Consistent standard applied to every applicant, every time
- ✓ Every verdict explained in plain English — you always know why
You've been solving this manually long enough.
Avlo is built by people who've spent years recruiting — in-house and agency. We know exactly what you're dealing with.
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