Solution · Candidate Ranking
Candidate ranking software built so the order can be questioned.
Last updated Reviewed by Hab Business Solutions
A ranked list is only useful if you can say why number three sits below number two. CandidRanker, the engine inside MinMaxHR, scores each applicant against the job on eight named dimensions and opens every score into the resume lines behind it.
What is candidate ranking software?
Candidate ranking software orders applicants for a specific role by how well their evidence matches the job's requirements. A defensible ranking names the dimensions it scores, shows the source text behind each score, allows the weighting to be adjusted and logged, and keeps the final hiring decision with a person.
The problem
Why most rankings cannot be defended
One opaque score, no components
A single number tells a hiring manager nothing. Eight named components tell them where the candidate is strong and where the gap sits.
Weightings nobody can see or change
If the ranking treats certifications the way your industry does not, the list is wrong and you cannot correct it. Weights should be yours, and every change should be logged.
Rankings that cannot be compared side by side
Choosing between three finalists needs a comparison view that does not disturb the official ranking underneath it.
Nothing to hand the hiring manager
The output of screening is a conversation with a hiring manager. Without an exportable report, that conversation restarts from raw resumes.
How we work
How Hab implements it, measured, not promised
Every engagement follows the 4D Method: Diagnose, Design, Deploy, Deliver. Business problem first, technology second, results against a baseline.
Set the requirements
Mandatory and optional requirements per job, with your own terminology catalogue so organisation-specific wording is understood.
Rank against that job
Skills, tools, experience, education, certifications, projects, title similarity and semantic similarity, each scored separately.
Inspect and adjust
Open any score to the evidence. Adjust weights where your role genuinely differs. Every adjustment is recorded with who made it and why.
Export and decide
Ranking reports as PDF, HTML, CSV or JSON, interview preparation for the shortlist, and funnel analytics including time to decision.
What it returns
Outcomes you can hold us to
Published figures come with methodology; engagement figures are measured against your own baseline.
8 dimensions
each scored and explained on its own
Full audit
weight, filter and terminology changes logged with a reason
4 exports
PDF, HTML, CSV and JSON for the hiring manager
Straight answers
Questions leaders actually ask
Which eight dimensions are scored?
Skills, tools, experience, education, certifications, projects, title similarity and semantic similarity. Each carries its own score and its own supporting evidence.
Can we change how much each dimension counts?
Yes. Weights are set per workspace and per job, and every change is recorded in the scoring audit trail with the person who made it.
Do you publish an accuracy percentage?
No. We have not run an independent benchmark that would justify one, so we do not quote a number. You can run the engine on a role you have already filled and judge the ranking against what you know.
Does it replace our ATS?
No. It adds a decision layer over the applicant data your ATS already holds.
Start with the diagnosis, not the demo.
A 30–45 minute working session on your actual process. If AI isn't the answer, we'll say so on the call.
No retainers to start · Pilot-first · Human-in-the-loop governance