Challenges that slow down client-ready staffing.
CVs do not show client-call readiness
First client interviews expose gaps too late
Clients ask why this person belongs on the shortlist
Manual screens produce notes that are hard to compare
Turn candidate review into a client-ready submission.
Every external candidate, reviewed against the same brief-specific rubric. Show what supports the submission, what needs context, and what the client should review next.
- Step 01
Create the client brief
Define the client context, role expectations, and what a strong answer should cover.
- Step 02
Invite external talent
Add candidates by email. No account required for them. They get a secure, one-time link.
- Step 03
Run the readiness interview
Candidates complete a structured interview simulation and upload their CV. The review stays tied to the client brief.
- Step 04
Submit with context
Share the candidate with readiness evidence, CV alignment notes, and the gaps your client should review next.
Sarah94
John87
Alex72Candidate pool, reviewed against the brief
Every external candidate who completes the structured interview appears here with readiness signals tied to the client role. Less guessing from CVs alone.
Submission evidence, not just a CV
Clarity, structure, confidence, client fit, and CV alignment are packaged into a review your client can inspect.
What changes.
Fewer avoidable weak submissions
Spot client-readiness gaps before your client spends time on the first call.
Cleaner shortlist reviews
Give your client comparable evidence instead of scattered notes and CV claims.
More credible client conversations
Show why the candidate belongs in front of the client, with evidence attached to the brief.
Ready to test it on your workflow?
Walk through Intervolut with your team's staffing process. 30 minutes.
Book a pilot walkthrough. 30 minutes.
Live product walkthrough and pilot scope review. Your questions answered before any commitment.