Every profile of your project gets a colour and a one-line reason, so you can explain the order to a client.
Used by 1,200+ agencies and recruiters in 25 countries.
The scale
A score out of 100 asks you to guess what separates 84 from 87. Three levels match the three things you actually do with a profile, and the written line carries the detail.
Green, a strong fit
The profile meets the brief on skills, experience and domain. A junior whose degree clearly matches the job can land here too.
You open these first.
Amber, a fit with gaps
A real candidate with something to check, such as a missing skill, fewer years than asked, a job title that can mean two things or a CV without dates.
You call to check the gap.
Vermillion, a blocker
Kept for two cases only: a language the brief requires that the profile clearly lacks, or a completely different trade. A CV that simply lists no languages stays amber.
You check it before you set them aside.
When there is no score yet, the cell tells you why
The score is being written, usually while you look at the list.
The brief is missing its description, profile sought or location.
The profile has no experience or education to read yet.
The profile was skipped because there was not enough to score.
The three colours come from a palette chosen to stay distinct for colleagues with colour blindness, and the written reason always says the same thing in words.
When the client asks
When a client wants to know why someone is first, or why someone is missing, the reason is already written on the profile. You explain it in your own words and add what you learned on the phone.
Why did you call Anna first?
Anna has six years of planning work in food manufacturing, which is the closest match to your brief, so she was the first person I spoke to.
Is Sara really ready for this role?
Sara is a little short on business partnering, so I checked it with her on the phone before sending her profile, and she already presents the monthly numbers to two site managers.
Marco looks strong. Where is he based?
Marco fits the role well and lives in Bristol. A second remote day each week would make the commute work for him, so I wanted to ask you about it first.
Why is Lukas not on the list?
Your brief asks for fluent German and his CV lists it at a basic level. I have asked him whether that is still true, and if his German has moved on, he goes straight onto the shortlist.
Applicant scoring, step by step
You keep the way you already work on a role. The score simply tells you where to start and leaves the reading of each profile to you.
Step 1About 2 min
The score reads three fields of the project: the job description, the profile you are looking for and the location. If you already have the job ad, you can ask Jarvi AI to fill them in for you.
Step 20 min, done by AI
You open the Profiles tab and the AI scoring column fills in on its own, for people who applied and for profiles you added yourself. Each colour comes with one written line that says why.
Step 3
You start with the green ones, and the amber reason tells you what to ask on the call. When a CV is updated, its score is written again on its own, and when the brief changes you refresh the whole project from the menu next to any score.
Every profile gets its chance
Many good candidates write a short or imperfect CV. The score is built to read the career behind it, and when in doubt it chooses the middle level rather than the lowest one.
A driving licence, the right to work, office software or availability are rarely written on a CV. When the brief asks for one and the profile is silent, the score leaves it out instead of counting it as a gap.
A graduate is scored on what they studied, and a degree that clearly fits the job can earn a strong fit.
Beyond 100 km, for a role that is not mostly remote, the city is added to the reason. The colour stays the same, because the commute is a conversation for you and your client.
Three years in one firm and two in another add up to five years in the same trade.
Missing dates make the profile one to check on the phone, never one to drop.
A finance manager who never wrote "budgeting" still did it, so the score does not mark it as missing.
See it on your own roles
Bring a role you are working on and we will score its profiles with you
In a demo, we fill in the brief together, let the profiles get their scores and read the reasons line by line, so you can judge them on a real case.
Honest about the limits
The score is there to save you reading time on a busy role. Everything that follows, from the call to the shortlist, stays your decision.
Sara MENDES
Management Accountant @ Meadowvale Dairy
3y exp, lacks business partneringNothing is archived, rejected or moved in your pipeline because of a score. The status of each candidate stays the one you choose.
The colours sit in their own AI scoring column, so you scan the project and open the green ones first, in the order you prefer.
The Education Level field is not used. If a degree matters for the client, a sentence in the description such as "a finance degree or equivalent" does the job.
A brief without its description, profile sought or location shows "Incomplete offer". A profile with no experience and no education shows "Incomplete profile" until you complete it.
Choosing a method
Every agency already sorts its applications somehow. Here is what each way of doing it gives you on a busy role.
| On a busy role | A keyword filter | A match percentage | Reading every CV yourself | Jarvi AI scoring |
|---|---|---|---|---|
| Shows you which profiles to open first | Only on exact words | Yes | After the reading | Yes, by colour |
| Explains each verdict in words | No | Rarely | In your head | Yes, one line |
| Treats a detail missing from the CV as unknown | No | Rarely | Yes | Yes |
| Keeps distance out of the verdict | Often filters on it | Often counts it | Yes | Yes, shown as a flag |
| Your time on 60 applications | A few minutes | A few minutes | Several hours | None, it runs on its own |
| Leaves the decision to you | Hides the rest | Usually | Yes | Yes |
It is a score that Jarvi gives each profile of a project, measured against the brief of that project. You see one of three colours with a short written reason, so you know which profiles to open first and why. It works on applicants and on profiles you added to the project yourself.
The difference between 84 and 87 is hard to explain to a client, and you would rarely act differently on either. Three levels match what you actually do with a profile: open it first, call to check a gap, or check the one point that blocks it. The nuance lives in the written reason rather than in a number.
No. The score is information in a column and on the profile. It never archives, rejects or moves a candidate, and the lowest level is kept for two cases only: a language the brief requires that the profile clearly lacks, or a completely different trade. A CV that simply lists no languages stays at the middle level, and whenever there is doubt the score leans towards the middle level rather than the lowest one.
The project needs its job description, the profile you are looking for and its location. Each profile needs at least one experience with a job title and a company, or one education. The Education Level field is not read, so if a degree matters, write it in the description.
A junior is scored on their education, and a degree that clearly fits the job can earn the top level. A candidate who lives more than 100 km away from a role that is not mostly remote keeps their colour, and the city is simply added at the end of the reason so you can discuss the commute with them and with your client.
In the language of the job description. A brief written in English gives English reasons, and a brief written in Dutch gives Dutch ones, which helps when your team works on roles in several countries.
When a profile is updated, its score is written again on its own, with a small spinner on the sparkle while it refreshes. A change to the brief is not picked up by itself, so when the client changes it you choose "Refresh for entire project" in the menu next to a score, and the profiles are scored again against the new version.
They work together. Scoring tells you how well each profile of a project fits its brief. Matching starts from the brief and looks for the right people in your whole database, and the profiles it brings back come with a colour and a reason as well.
In a demo, we score one of your real roles and go through the reasons with you.
Get started with Jarvi and know which candidates to open first.