HR & hiring managers · Solution
Soluvide builds CV screening and interview scheduling for UAE employers. It collects applications from wherever they arrive, reads each CV against the criteria you set for the role, and gives your hiring manager a shortlist with the reasons behind it. It answers candidates' questions from approved information and books interviews into the interviewer's calendar. A person makes every hiring decision.
The problem
What the day actually looks like — described as an operator would, not as a brochure.
You post a role on LinkedIn and a couple of job boards, and the applications start arriving straight away. Many are from people who don't meet the basic requirements — no UAE driving licence for a field role, no relevant experience, a CV clearly sent to every vacancy on the site. Somewhere in the pile are the few you actually want to meet.
Reading them falls to a hiring manager who already has a full-time job, or an HR generalist covering several roles at once. They skim the first few dozen carefully, then faster, then stop. The candidates who applied on day three get a glance at best, and the strongest one may be among them.
Then comes scheduling: emails back and forth to find a slot that suits the candidate, the manager and a second interviewer, with reminders, reschedules and no-shows. Candidates who hear nothing for a fortnight accept another offer, and the ones who do get a reply often get it from a personal inbox with no record kept.
The cost is a slow hire, an inconsistent one — two candidates with the same CV judged differently depending on when they were read — and an employer reputation shaped by applicants who never heard back.
Why the obvious fixes fail
None of them are stupid. They fail because the work itself stays manual — they just move who does it.
Knock-out questions and keyword matching reject the candidate who wrote "bookkeeping" instead of "accounting", or whose CV is in Arabic, and pass the one who pasted the job description into theirs. They're fast, but they filter on wording rather than suitability.
Agencies screen for you, but at a fee per hire that adds up across a growing team, and their shortlist reflects their candidate pool and incentives rather than everyone who applied to you directly. Your own applicants still need reading.
Asking the hiring manager to block out an afternoon works once. It doesn't scale to several open roles, it isn't consistent from the first CV to the last, and it leaves no record of why someone was or wasn't taken forward.
What we build
The honey step is where a person stays in control. Everything else is the typing and checking the system does for you.
Engineering decision. Screen consistently, decide personally. The system applies the same written, job-related criteria to every CV and shows its reasons, so the shortlist can be checked. It never rejects anyone on its own, and it never uses age, gender, religion, marital status or photos — the hiring manager makes every decision.
Applications from your careers page, job-board notifications, a recruitment mailbox or a WhatsApp number all land in one list for the role, with duplicates merged. Every applicant gets an acknowledgement so nobody wonders whether their application arrived.
Each CV is read for the things that matter to the role: experience, qualifications, licences and certifications, skills, languages, notice period and location where the candidate has given them. Arabic and English CVs, PDFs and Word files, tidy or not, are handled the same way.
Before screening starts, you and the hiring manager agree written, job-related criteria — must-haves and nice-to-haves. Each candidate is assessed against exactly those, with the evidence from their CV noted. Protected characteristics such as age, gender, religion, marital status and photos are not used.
The manager gets a shortlist with the reasons for each candidate and can open any application, including those not shortlisted. They choose who to interview, adjust the criteria if the role needs it, and the decision is recorded. Nobody is rejected without a person deciding.
Candidates can ask about the role, the location, working hours or the process and get an answer from information you've approved. Questions about salary, sponsorship or anything unclear go to your HR team rather than being answered by the system.
Candidates the manager selects receive a choice of slots from the interviewers' real calendars, book one, and get a confirmation and reminder. Reschedules are handled the same way, and the booking is written back to the candidate record.
We confirm exactly which of your systems connect during scoping. The system commonly touches:
Engineering decisions
What the fixed price covers, and the things we will not build. Both are written into the scope before we start.
In scope
Not in scope
What you get
Most CV screening systems go live in about two to four weeks. What moves it inside that range is where applications come from, whether it connects to an ATS, and how many role templates you want ready at launch. No hourly billing, no surprises.
A short call, then we document how applications arrive today, how they get read and how interviews get booked — including the exceptions and the workarounds people built around it. You get a written scope, acceptance criteria and a fixed price before any build begins.
You get: Scope + fixed quote
Microsoft 365 / Outlook, Gmail / Google Workspace, Google Calendar and the rest of your stack — no rip-and-replace. Outputs are structured and checked against your own data, not trusted blindly.
You get: Working system on your stack
The human step is tested with the people who will own it before anything goes out. Logging and alerts so problems surface early, documentation your team can read, and you own the code and the accounts.
You get: Approval gate, monitoring, full ownership
Tell us which roles you're hiring for and where the applications come from. We reply within one business day, and the price is fixed after a free scoping conversation.
Questions hiring managers ask
If yours isn't here, send it on WhatsApp and you will get a straight reply.
Prefer a form? Contact pageNo. It reads applications against the criteria you set for the role and produces a shortlist with the reasons for each placement. Your hiring manager reviews that shortlist, can open any CV — including the ones not shortlisted — and decides who to interview and who to hire. The system never rejects a candidate on its own.
Related solutions
Services behind this build
Each service page lists exactly what is included and the questions owners ask before they start.