Screen 500 CVs in minutes.
Hire the right person faster.
AI agents that parse Arabic and English CVs, rank candidates against your criteria, schedule interviews automatically, and track Nitaqat and Emiratization compliance — so your HR team focuses on people, not paperwork.
CV Screening + Nitaqat Monitoring — Saudi Enterprise Group
A Saudi enterprise with 1,200 employees was receiving 400–600 CVs monthly across 15 active roles. The HR team spent 3+ days per role shortlisting, while Nitaqat compliance tracking relied on manual spreadsheets updated quarterly. We deployed a multilingual screening agent and continuous compliance monitor.
Who gets the most from this
HR leaders, compliance officers, and tech teams all have different angles on this.
“Every week a role stays open is revenue lost or project delayed. Speed matters.”
- →Time-to-hire cut from weeks to days — competitive edge in tight talent markets
- →Nitaqat/Emiratization risk managed proactively — no compliance surprises
- →Fixed price, full source code ownership — not a monthly SaaS dependency
- →ROI positive within 60–90 days at standard hiring volumes
“Your team should be interviewing the right candidates, not reading 400 CVs.”
- →Configurable scoring criteria — your rubric, not a black-box algorithm
- →Arabic CV parsing handles Gulf dialect names, education, and experience formats
- →Nitaqat category and band tracking with hiring scenario simulation
- →Interview scheduling automates 60–80% of calendar coordination
“Your ATS has an API. The agent plugs in — no migration needed.”
- →Integrates with SAP SuccessFactors, Workday, Taleo, Greenhouse, or custom ATS
- →On-prem deployment for candidate PII that can't leave your network
- →Arabic OCR for scanned credentials and government documents
- →Full audit trail — every ranking decision logged with criteria breakdown
Where HR operations lose time and miss talent
These are the patterns Gulf HR teams report on every architecture call.
CV volume overwhelms the team
One open role in Saudi Arabia or UAE can attract 200–600 applications. Reading every CV manually means the best candidates are buried or overlooked — especially if they submitted early or late.
Arabic CVs processed inconsistently
Most ATS platforms and keyword-matching tools were built for English CVs. Arabic formatting, transliterated names, and non-Western education systems create blind spots — qualified Gulf candidates get screened out.
Nitaqat and Emiratization compliance is a moving target
Saudization quotas and UAE Emiratization targets change. Tracking compliance in quarterly spreadsheets means you discover violations during audits, not before them. Hiring decisions should factor in compliance impact in real-time.
Interview scheduling wastes days per hire
Coordinating availability between 3–5 candidates and 2–3 interviewers across time zones burns 4–8 hours per hire. Multiplied across 15 open roles, it's a full-time job that adds nothing to candidate quality.
A screening agent, a compliance monitor, and a scheduling layer — all connected.
We start with the highest-friction point. Most clients begin with CV screening (fastest ROI). Others start with Nitaqat compliance monitoring (highest risk). We scope both in the architecture call and deploy in phases.
Get a written architecture spec- Multilingual CV parsing: Arabic, English, and mixed-language CVs ranked against your criteria
- Configurable scoring rubric — weighted by skills, experience, education, and custom fields
- Arabic OCR for scanned credentials, transcripts, and government-issued documents
- Nitaqat category tracking: real-time band calculation and hiring scenario simulation
- Emiratization target monitoring with quarterly projection and alert system
- Interview scheduling agent: reads calendars, proposes slots, confirms with candidates
- ATS integration: SAP SuccessFactors, Workday, Taleo, Greenhouse, or custom REST API
- Full audit trail — every ranking decision logged with criteria breakdown for fairness review
Three modules. Deploy together or start with the highest ROI.
All include fixed-price proposal, architecture document, source code handoff, and 30-day post-launch support. No monthly SaaS fee — the system runs in your infrastructure.
Common questions
How does the CV scoring work — is it a black box?
No. You define the scoring criteria: required skills, experience bands, education requirements, and any custom fields specific to your roles. The agent scores each CV against your rubric and returns a ranked list with the exact breakdown of why each candidate scored as they did. HR managers can audit and adjust criteria without touching code.
Does it handle Arabic CVs accurately?
Yes. We use Arabic-capable LLMs (Qwen, GPT-4o) with Arabic OCR for scanned documents. The system understands Gulf naming conventions, Saudi/UAE education institutions, Arabic professional titles, and the typical formatting of MENA region CVs. Candidates with Arabic CVs are scored on equal footing with English CVs.
How does Nitaqat tracking work in practice?
The system connects to your HR data and recalculates your Nitaqat category and band after every hiring or departure decision. When you're considering a hire, it shows you the impact on your Nitaqat score before you make the offer. It also runs quarterly projections so you can see where you'll be at the next filing period and adjust proactively.
Can this integrate with our existing ATS?
Yes. We've integrated with SAP SuccessFactors, Workday, Taleo, Greenhouse, and several custom HR systems. The agent reads CV data from your ATS, scores them, and writes the ranked results back. If your ATS doesn't have an API, we build an extraction layer that reads your database or email inbox.
How does the interview scheduling agent work?
The agent reads interviewer calendars (via Google Calendar, Outlook, or HR system integration), proposes available slots to candidates via email or WhatsApp, confirms selections, and adds calendar invites for all parties. It handles rescheduling and reminder reminders automatically. Arabic and English communications are both supported.
Is candidate data stored securely?
Yes. We recommend on-premise deployment for all candidate PII. CV data, ranking logs, and interview records stay on your servers inside your jurisdiction — aligned with UAE PDPL and Saudi PDPL requirements. No candidate data is sent to third-party cloud services. Full data deletion workflows are included.
Know your shortlist in hours, not days.
Free 30-minute architecture call. We map your hiring volume, ATS setup, and Nitaqat requirements — and deliver a written spec + fixed price within 3 days.
Book the call — it's freeGulf · US · UK · EU · Available in Arabic and English