An applicant tracking system that reads the CV and ranks candidates
You publish the posting with a public apply link, and the engine reads every CV and matches it against the ad: a score out of 100, the matched and missing skills, and a ready ranking — then stages and interviews through to the offer and contract.
What is an applicant tracking system (ATS)?
An applicant tracking system receives job applications in one place, reads the CVs, ranks applicants by how close they are to the ad, then moves them through stages to the hire. The usual alternative is an inbox filling with attachments and a spreadsheet nobody remembers to update.
What separates one ATS from another is the engine: how it reads a CV, and on what basis it assigns a score. The Barez engine breaks the ad down into required skills, breaks the CV down into present skills, and compares the two against a dictionary of 1,217 skills with their synonyms.
And the score is not an opaque number. It is composed of four weighted parts: skills 60%, job-title alignment 20%, years of experience 15%, and soft skills 5%. On each candidate's card you see exactly what matched and what is missing.
What the system does
A match score out of 100
Skills 60%, job title 20%, years of experience 15%, soft skills 5% — fixed, published weights.
A 1,217-skill dictionary
With synonyms for each skill, so nothing is missed because an applicant phrased it differently.
Arabic and English together
Letter forms, ta marbuta and digits are unified before matching, so an Arabic CV matches an English ad and vice versa.
Reads PDF and Word
Extracts the CV text and from it the job title and years of experience, and auto-corrects reversed Arabic PDFs.
Knockout screening questions
You set the must-have conditions, and the system filters out anyone who fails them before they reach your list.
Stages, interviews and scorecards
Stages you define per job, an interview scorecard, then a labor-law-compliant offer and contract.
The regulatory side
Compliant contracts
Fixed-term and indefinite, Article 37 for non-Saudis, and a probation period per Article 53.
From candidate to employee
A hire becomes an employee in your records in one click, with their contract and join date — no re-entry.
A documented trail
Every stage and decision is logged with its time and its author, so the hiring path stays reviewable.
Frequently asked questions
How does the system score a candidate?
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From four weighted parts: skills 60%, job-title alignment 20%, years of experience 15%, soft skills 5%. The result is a score out of 100 with a list of what matched and what is missing.
Does it read Arabic CVs?
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Yes. The system unifies letter forms and digits before matching, so an Arabic CV can match an English ad and vice versa. It also auto-corrects reversed Arabic PDFs.
Which file formats are supported?
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PDF and Word. The system extracts the job title and years of experience from the text itself, with no input from the applicant.
Can unqualified applicants be filtered out automatically?
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Yes, with knockout screening questions. You define the acceptable answers, and anyone who fails a condition never reaches the candidate list.
Is the score stable or does it change?
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Stable: the same CV against the same ad always produces the same score. And if you edit the ad text you can rescore every candidate against it.
What happens after a candidate is accepted?
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You issue a labor-law-compliant offer and contract, then convert them into an employee in your records in one click — with their contract and join date, no re-entry.
The system's other modules
Ready to move your team to Barez?
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