CV Advantage
Hiring is nine steps. Screening is one of them.
A large company has a recruiter for the ad, a comp team for the pay, and an HR system for onboarding. A small business owner does all of it themselves, once a quarter, with no specialist to hand. Here is the full funnel: what the core product already covers, and what the Hiring Suite adds around it.
Two modules now, two on the way. Each replaces a specialist you don't have.
Every module returns a structured, sectioned document, not a wall of chat. Each one ends with the same posture the core product already takes: it drafts, a human signs off.
Most hiring AI is quietly American. This one isn't.
Overseas tools will confidently hand an Australian employer an at-will clause, a 401(k) line and an I-9 checklist. None of them exist here. Every module in the Hiring Suite was written against Australian law from the first line, not translated afterwards.
Add the modules you need. Skip the ones you don't.
Pricing to be confirmed. Add only the modules you need, on the same company account as your screening.
Talk to us about the Hiring Suite
Tell us which part of the hire hurts most and we'll show you the module that handles it.
FAQ
The modules, the law, the pricing and the limits, answered.
An add-on to CV Advantage made up of two modules available now (JD Studio and Interview Kit), with Pay Benchmark and Onboarding Plans coming soon. The core product screens and scores candidates; the suite covers the steps on either side of that, from writing the job ad to the new hire's first ninety days.
No. Each module stands on its own, so you can take just the one that solves your problem. Plenty of businesses only ever need the job ad rewritten, or only the interview kit.
Because the overseas tools get it wrong in ways that carry real risk. They assume at-will employment, 401(k) retirement plans, I-9 paperwork and US pay-transparency rules. Australia has none of those. It has the Fair Work Act, the National Employment Standards, modern awards, superannuation and its own anti-discrimination law. Every module was written against the Australian framework from the start.
No, and it never claims to be. Every module ends with a plain disclaimer: it produces a draft, and a human signs off. For anything touching pay rates or an employment contract, check the outcome against the current award and take proper advice. The tool is there to get you to a competent first draft, not to replace your accountant or a lawyer.
Pay Benchmark is coming soon. When it launches, it uses public sources only. The legal floor will come from the relevant modern award, using the rates the Fair Work Commission publishes. A market estimate from public ABS data is coming soon. Commercial salary guides are deliberately excluded, because republishing those needs a licence. If a figure isn't available for your role, you get told so rather than given an invented number.
The core report gives you questions tailored to that specific candidate. Interview Kit adds the defensibility layer around them: a 1–5 scoring rubric for each question, what a green or red answer sounds like, a copy-ready scorecard, a sensible two-to-three stage process for a small business, and a guardrail pass that flags any question straying onto a protected attribute and offers the lawful way to ask it.
No. That behaviour is designed out. In Pay Benchmark (coming soon), the award floor is calculated in code rather than written by the model, and where a figure isn't known the output carries an explicit placeholder for you to fill in instead of a confident guess. If you enter a proposed rate that falls below the legal floor, it's flagged as unlawful rather than quietly accepted.
That depends on your industry, not just the job title. The same role in the same state can sit under different modern awards, each with its own floor. Pay Benchmark (coming soon) will show you the awards held for that role and state and let you pick, then look up that award's floor and classification. It will never show one award's rate beside another award's name.
It lives in the same company account as your screening. Interview Kit builds straight on the report CV Advantage already wrote for that candidate. JD Studio runs on its own, from what you paste in, and so will Pay Benchmark when it launches. Everything runs on the same Sydney-hosted app as your screening.
It doesn't source or approach candidates for you, and it isn't an applicant tracking system. It won't follow candidates through stages over time. It's built for the small business running a handful of hires a year, not for an agency managing a constant pipeline.