191 CVs screened.
75 minutes.
Every score explained.
A custom AI hiring engine built for Tagliabue & Partners — a senior and executive recruitment firm. The engine reads every CV, scores each candidate against the specific role, ranks them, and explains the reason behind every score. Automatically.
Tagliabue & Partners.
Senior hiring at scale.
Tagliabue & Partners is a firm that recruits for senior and executive positions — the kind of roles where choosing the right person really matters. Their work involves carefully evaluating large numbers of candidates against detailed role requirements.
Gigaflop Techlab built them a custom AI hiring engine to do this evaluation automatically. The engine is delivered to their team as the AnthroMethod — AnthroMAP Dashboard, where recruiters define what each role needs and then let the engine handle the screening.
The product is referred to as the AnthroMethod, the AnthroMAP Dashboard, and the HR Venture CV Engine — all three names describe the same system built for Tagliabue & Partners.
| Item | Detail |
|---|---|
| Client | Tagliabue & Partners — recruiting for senior and executive roles |
| What we built | An AI engine that reads, scores, and ranks candidate CVs automatically |
| Headline result | 191 of 191 CVs screened in about 75 minutes — work that used to take days |
| Top match score | 88.2%, with a clear, evidence-based reason behind it |
Three problems with
screening by hand.
Too Slow
Reviewing the CVs for just one role took weeks. At the volume Tagliabue & Partners needed to work at — multiple senior roles simultaneously — manual screening simply could not keep pace with the hiring calendar.
Inconsistent
Different reviewers rated the same CV differently, so the bar kept shifting from person to person and day to day. A candidate's outcome depended too heavily on who happened to review their CV first.
Impossible to Scale
Applying the same fair, role-specific standard across hundreds of applicants was nearly impossible by hand. The more roles ran in parallel, the more the quality of screening degraded.
They needed a way to screen at this volume that was fast, perfectly consistent, and easy to trust — without losing the detailed judgement a senior hire deserves.
Set up once.
Engine handles the rest.
The engine reads every CV, scores each candidate against the specific role, ranks them, and explains the reason behind every score — all automatically. A recruiter sets up the role once, uploads all the CVs in one batch, and lets the engine do the rest.
"Screening 191 CVs by hand took weeks. With the CV Engine, 189 of them were processed in about 75 minutes — duplicates removed, shortlist ranked, reasons ready to review."
| Step | What the Recruiter Does | What the Engine Does |
|---|---|---|
| 01 | Describe the ideal candidate | Notes the seniority level, key priorities, and deal-breakers — this guides how every CV is judged. |
| 02 | Upload the job description | Sets the main reference document and assigns how much each quality counts — skills vs. experience vs. education. |
| 03 | Upload all CVs at once | Accepts hundreds of CVs in any common file format — PDF, Word, and so on — processed as a single batch. |
| 04 | — | Reads each CV and pulls out skills, experience, education, and achievements — regardless of how the CV is laid out. |
| 05 | — | Matches each candidate's details against the job description to identify where they fit well and where the gaps are. |
| 06 | — | Scores every CV based on real evidence from the document. Each score comes with a clear reason and an Evidence Pack. |
| 07 | — | Sorts candidates by score. The recruiter can view the top 10, 20, 50, or the full ranked list. |
| 08 | Review the shortlist | A ranked shortlist with scores and reasoning is ready to act on immediately — no further processing required. |
Four things that make
it trustworthy.
Every Score Is Backed by Evidence
The engine never gives a number out of thin air. Each score is tied to actual facts found in the CV — so the team can always see exactly why a candidate scored the way they did. No black-box decisions. Every candidate comes with an Evidence Pack explaining the fit.
It Adjusts to Each Role
The same CV can score differently for a junior role than for a senior one — because the engine judges each person against what that specific role actually needs. There is no universal scoring template applied to every job regardless of context.
The Client Chooses What Matters Most
Tagliabue & Partners decide how the scoring works. A finance role can value financial skill most; a technical role can weight engineering depth. Each role uses a completely different set of priorities — with no technical changes needed from the development team.
Clear, Defensible Results
Because every score comes with a reason, recruiters can trust the results and defend their decisions to clients and hiring managers. This builds confidence in the shortlist and helps avoid the costly mistakes that come from decisions nobody can explain.
What happened
in the live run.
-
75mTime to screen
Days of work done before the next morning
189 of 191 uploaded CVs were screened in about 75 minutes. The 2 duplicates were detected and removed automatically. Work that previously stretched across days was completed in a single session — with a ranked shortlist waiting when the team arrived.
-
100%Consistency
Every candidate judged by the same standard
The engine applied the same model, the same job description, and the same scoring rules to every single CV. The reviewer-to-reviewer differences that crept in with manual screening were eliminated entirely — the bar was fixed, not floating.
-
88.2%Top match score
A confident, evidence-backed shortlist
The team received a ranked shortlist with an 88.2% top match and a clear reason for every score. They could start interviews already knowing exactly why each shortlisted candidate fit the role — not just that they appeared near the top of a list.
-
∞Scalability
Multiple senior roles running simultaneously
The same engine ran several senior roles at the same time with no extra setup or infrastructure changes. Volume is no longer the constraint — the quality of the job description and scoring rules is what determines the quality of the output.
-
0Technical changes
Each role configured without a developer
Tagliabue & Partners configured new roles — with different priorities, different weightings, and different deal-breakers — directly in the dashboard. No code changes, no support tickets, no waiting.
Need a hiring engine
built for your process?
We scope, build, and deploy. Fixed-price. Starting with a 2-week discovery sprint to map your screening workflow and define the scoring model. No off-the-shelf compromise.
Book a 30-min discovery call → hello@gigafloptechlab.com