CV upload and structured extraction
Upload a CV and extraction produces a professional summary, work experience, skills, languages and certifications — every field checked against a fixed structure before a recruiter sees it.
All features
Candidate Intelligence
Read the CV once. Use the understanding everywhere.
A CV read by a recruiter produces an assessment that lasts as long as their memory of it. RayCruit turns the same reading into structured candidate intelligence — a profile the whole firm can search, compare against any mandate and present to a client without opening the original file again.
- Structured extraction from uploaded CVs, checked before anyone sees it
- Skills, languages, certifications and eligibility as data
- A candidate matrix reusable across every mandate
- AI suggestions that a recruiter reviews, never silent overwrites
The problem
The talent pool is large. What the firm actually knows about it is not.
Most agencies hold thousands of CVs and can search almost none of them meaningfully. The documents are stored, but the understanding — this person has genuine P&L responsibility, this one's German is conversational not fluent, this one cannot work in the EU without sponsorship — was never captured as anything a query could reach.
- CVs sit in folders as files, searchable only by name and filename
- The same candidate is re-read from scratch for every new mandate
- Language levels, availability and eligibility live in notes, if anywhere
- Assessments made by one recruiter are invisible to the rest of the team
A structured profile that carries the firm's understanding, not just the file.
Extraction produces the structure; the recruiter confirms it; the platform reuses it. From that point the candidate is a queryable, comparable, presentable record rather than an attachment.
Work experience as records
Roles, employers, dates, scope and responsibilities become structured entries, which is what makes seniority and domain exposure comparable across candidates.
Skills and languages
Classified skills and language proficiencies stored as data, so 'fluent German, conversational French' is a filter rather than a sentence in a summary.
Eligibility and work authorisation
Availability, notice period and work authorisation captured explicitly — these are the fields that most often need to act as hard gates.
Candidate matrix
The candidate-side intelligence maintained independently of any mandate, so one assessment serves every open search rather than being redone per role.
Reviewable AI suggestions
Extraction fills blanks and proposes improvements. It never overwrites what a human wrote, and every suggestion is visible as a suggestion.
From uploaded file to reusable intelligence
The work happens once, at the point the candidate enters the pool.
- 01
Add the candidate
Create the record and upload the CV and any supporting documents.
- 02
Extract the structure
Structured extraction populates summary, experience, skills, languages and certifications.
- 03
Review and correct
The recruiter confirms or edits. Human edits are authoritative from that point on.
- 04
Complete the eligibility fields
Availability, notice period and work authorisation — the fields that gate mandates.
- 05
Match against any mandate
The finished profile is immediately comparable against every open search in the tenant.
How search firms use it
Pool activation
A mandate opens and the existing pool is searched on structured criteria rather than starting a fresh sourcing cycle from zero.
Shared sourcing
A sourcer builds structured profiles and a recruiter consumes them, without a handover conversation for every candidate.
Compliance-sensitive roles
Work authorisation and certification requirements are recorded as fields, so they can gate a mandate instead of being spotted late.
What changes
Less re-reading
The CV is read once properly, not partially for every mandate it might suit.
A pool that is actually searchable
Structured fields make the existing database an asset rather than an archive.
Consistent assessment
Every candidate is described against the same structure, which is what makes comparison fair.
See it in motion
The platform, end to end, in two minutes.
How the modules hand over to each other in the real product — customer and mandate, candidate and matrix, the workspace where a pairing is decided, and the material that goes to the client.
2 min
Continue across the platform
Placement work does not stop at one module. These parts of RayCruit connect directly to this one.
Matching & Matrices
Rule-based scoring across 12 dimensions and 90 criteria, with evidence on every line.
Learn moreDocuments & Exports
Anonymised CVs, fit explanations, executive summaries and client booklets on your brand.
Learn moreCandidate Portal
A white-label portal where candidates keep their own details current — and you approve every change.
Learn moreSee the modules working together.
A demo follows one mandate across every module, which is the only way the connections become obvious.