Extract the comparable facts
Read education, experience, skills, location, and availability from CVs in different formats and layouts.
Recruitment workflow / resume parsing and shortlist notes
Resumes arrive in different formats with the same facts to compare.
We deploy private workflows that parse CVs, map skills and experience against the approved role brief, and prepare shortlist notes for the recruiter. The hiring decision, interview, and assessment stay with the team.
CV parsingRole mappingShortlist notesHuman decision
Pattern demonstration / same workflow, synthetic material
Fixed-scope setupClient-owned accountsDraft-and-review firstFull handover
Where screening loses time
The recruiter reads the same facts in different layouts.
Every role needs the same comparison: relevant experience, required skills, location, notice period, and the questions worth asking in an interview.
Compare against the brief
Match the role requirements to the CV and flag missing, uncertain, or directly relevant items.
Prepare the review note
Create a shortlist summary with strengths, gaps, and suggested interview questions for the recruiter.
The hiring boundary
The system prepares the comparison. The team makes the call.
The approved brief is the baseline
The comparison uses the role requirements and selection criteria the hiring team controls.
No automatic shortlist
The recruiter reviews every note and decides who advances, interviews, or receives feedback.
Sensitive inference stays out
Age, ethnicity, protected characteristics, and other sensitive fields are not used to score or screen candidates.
A first screening workflow
Start with one active role.
Define the role brief
Use the approved requirements, experience levels, skills, and screening criteria for the position.
Load the candidate set
Provide the CVs and applications the team actually receives for the role.
Test the mapping
Compare the notes with the recruiter's own review and correct parsing or relevance errors.
Deliver the review pack
Return the shortlist notes, gaps, and interview questions to the human owner for decision.
Screening should make the comparable facts visible, not replace the judgment behind a hire.
Why trust Pristine3D?
We build and operate production software.
Pristine3D Ltd builds and operates live digital products, and we run private AI workflows internally as part of our own operations. We scope around your real workflow: the documents you own, the questions your team asks, and the access boundary you approve. Based in Lagos, Nigeria, we work remotely with clients worldwide.
We already run live products
Based in Lagos, Nigeria, Pristine3D currently builds and operates smartcards.ng, venu.ng, photoshoot.ng, and ugc.ng in production.
We start with the actual workflow
One input, one output, one test set, and one person who owns the result. We scope a real workflow instead of a transformation programme.
The boundary stays visible
Cloud, model, storage, and messaging accounts stay in your name. The chosen data path, access rules, test record, documentation, and training are part of the agreed scope.
Pricing / fixed scope
Know the starting numbers before you ask.
The final quote follows the workflow. Infrastructure and model bills stay on your accounts.
One Workflow
Starting from$3,500 / ₦2.5m
2 to 3 weeksOne workflow for a small team, with training and handover.
See the one-workflow packageFirm-wide
Starting from$7,500 / ₦8m
4 to 6 weeksMultiple sources, roles, integrations, and admin handover.
See the deploymentAnnual support
Starting from$3,000 / ₦1.5m
per yearStandard care for one delivered workflow. Optional. Larger deployments and active monitoring are separately scoped.
See supportArchitecture review from $500. Standard annual support is $3,000 / ₦1.5m per year for one delivered workflow. New workflows, integrations, active monitoring, and infrastructure are separately scoped; infrastructure, model, storage, and messaging bills stay on client accounts. Full pricing and what changes the quote
Straight answers
Common questions.
Can it decide who to hire?
No. It prepares comparison notes. The hiring team decides who advances, interviews, and receives an offer.
Does it score candidates automatically?
It maps facts against the brief. The recruiter reviews the mapping and makes the call. Sensitive fields are not used to score.
How is this different from the recruiters page?
That page covers the recruitment function broadly. This page is one workflow: parsing CVs and preparing shortlist notes against an approved role brief.
Own your knowledge base
The model is not the product. The knowledge base is.
Documents, the retrieval index, access rules, and the workflows built around them are the asset, and they compound. We deploy so the knowledge base stays yours: on your accounts, in the environment you choose, under access rules your team defines. The model behind the answers is a connector, so the knowledge base moves with you, not with a vendor.
Your corpus, your index
The document store, metadata, and retrieval setup live on accounts you own. No vendor holds the corpus.
Models are swappable parts
Change the model provider, move regions, or go local without rebuilding the knowledge base or the workflow.
The knowledge base is the alpha
Every improvement to the corpus improves the answers, and the improvement stays with you, not with a vendor.
Keep exploring
Related setups.
Start with the role
Which role has the heaviest CV queue?
Tell us the role brief, the candidate set, and the review owner. We will scope a screening workflow around the criteria the team already uses.