CVViZ

CVViZ is an ATS with built-in AI screening

CVViZ is neither only a resume-parsing API nor a stand-alone ranking tool. It combines an applicant tracking system (ATS), candidate database, job publishing, a recruitment CRM for agencies, and AI-assisted resume screening. For incoming or stored profiles, it extracts candidate data, compares it with a role, prioritises likely matches, and leaves the recruiter to review the shortlist. That makes it useful for teams that do not want separate systems for job management, applications, communication, and first-stage screening. Source: CVViZ, checked 20 August 2026

CVViZ is a particularly good choice for small and mid-sized recruiting teams and staffing firms seeking a broad suite with published entry prices. Its public price structure is tied to concurrent active jobs rather than user seats; CVViZ lists unlimited users in its ATS plans. A buyer that only needs a tightly embedded screening component in an established enterprise ATS, or has non-negotiable DACH governance requirements, should validate functionality and contract terms in a practical proof of concept before buying. Source: CVViZ, checked 20 August 2026

CVViZ facts

How the screening workflow works

The documented workflow starts with a newly created or imported job. According to CVViZ, applications may arrive through job boards, career pages, referrals, sourcing campaigns, or an existing ATS database. CVViZ parses the resume, extracts candidate information, and connects it with the job. It then evaluates elements including skills, job titles and role relevance, experience, industry background, career progression, education, and certifications. Those inputs feed contextual matching and a ranking. Source: CVViZ, checked 20 August 2026

The automation goes beyond full-text or Boolean search: a CV can be evaluated as it enters the system, and a newly created job can trigger rediscovery of potentially matching people already in the candidate database. Recruiters are intended to customise criteria and role-specific weightings, review recommendations, shortlist candidates manually, and override priorities. CVViZ says its ranking is relative, meaning the same person may be rated differently for another job or organisation. That can accommodate local hiring patterns, but it makes a test using a buyer's own representative roles and historical profiles essential. Source: CVViZ, checked 20 August 2026

Beyond screening, CVViZ describes pre-screening and knockout questions, configurable pipelines, tasks, reminders, interview scheduling, scorecards, and candidate communications. It also describes multiposting to paid and free job boards, a searchable candidate database with duplicate detection, and recruitment CRM features for agencies. This can reduce hand-offs between systems. It does not establish that every job board, source, calendar environment, or messaging route is available with the same quality in every country, so the buyer should see the required paths in a demo tenant. Source: CVViZ, checked 20 August 2026

The structural limit of a CV-based workflow is its input. A ranking is only as informative as the job description, configured criteria, parsed document, and claims contained in the application. It does not independently verify a candidate's claims and cannot replace a skills assessment, hiring-manager review, or interview. CVViZ positions the product as recruiter-controlled assistance rather than an automated hiring decision. That is a sensible process boundary, but buyers should still test what explanation accompanies a score and ensure that a person confirms any decisive rejection threshold. Source: CVViZ, checked 20 August 2026

When CVViZ is a good choice, and when another category fits better

This is not an absolute quality judgement. It separates the need for a suite with embedded screening from the need for a specialist component or a regionally focused system. CVViZ is especially compelling where screening should operate alongside candidate records, communications, and workflow rather than in isolation.

Pricing, included scope, and cost logic

CVViZ publicly lists four ATS tiers: Starter at US$99 per month for five active jobs, Basic at US$199 for ten, Standard at US$349 for 20, and Pro at US$499 for 100. All named ATS tiers list unlimited users; Standard adds API access, while Pro adds multi-domain access and single sign-on. A no-credit-card trial is advertised. The vendor says monthly billing is paid in advance for the next month and an annual contract is optional. A universally binding minimum term is not published in the price grid, so it should be written into the proposal. Source: CVViZ, checked 20 August 2026

CVViZ's economics are more job-volume than team-size driven. Dividing US$99 by five active jobs gives a transparent calculation of US$19.80 per potential active job per month; fully using the Pro tier gives US$4.99. This is not a vendor KPI and does not represent cost per hire. It is a decision aid derived from the published tiers: a ten-person recruiting team with three concurrent jobs does not automatically need Pro, while a small team with many parallel vacancies may reach a higher tier sooner. Source for inputs: CVViZ, checked 20 August 2026

Potential hidden, or at least incompletely published, costs include paid job boards, data migration, tailored integration, tax, API consumption above a package, and internal implementation effort. CVViZ refers to paid and free posting channels but does not publish a country-specific, all-in board-fee schedule. Parser credit prices are public, while a general credit-consumption rule per resume is not. A usable proposal should therefore identify all external posting charges, credits, support scope, cancellation terms, and export responsibilities. Source: CVViZ, checked 20 August 2026

What users report

The evidenced praise is consistent but should be treated as user experience. A G2 review marked as validated and published on 8 January 2026 highlights multi-portal posting, centralised resume collection and evaluation, candidate tracking, and an easy initial setup. Another validated review from 24 December 2025 praises ease of use, the integrated job board, and responsive support. Capterra also groups reports of straightforward setup, career-page integration, value for small teams, and multi-portal posting. These are not independent performance benchmarks, but they are useful areas to verify in a demo. Source: G2, checked 20 August 2026 Source: Capterra, checked 20 August 2026

The evidenced criticism is equally specific. G2 reviewers mention manual correction for some imported candidate profiles, occasional slow performance, and individual broken links. Another review there mentions missing Apple Calendar integration; older Capterra reviews ask for more customisable templates, white-label or domain options, and additional languages. These observations relate to particular dates and configurations, not a universal verdict. They are still useful test cases: import representative resumes, test calendar paths, assess the careers page, and agree on a performance test. Source: G2, checked 20 August 2026 Source: Capterra, checked 20 August 2026

DACH, EU, GDPR, and the EU AI Act

For DACH and EU buyers, it is important to separate documented functions from unverified commitments. CVViZ documents German among career-page languages and, once a data processing agreement is activated, consent copy, subject-data-request forms, privacy status views, and actions for access, rectification, deletion, erasure, and stopping processing. These are useful building blocks, not automatic GDPR compliance for the employer. The vendor's own help documentation says a DPO or legal team should review the overall posture. Source: CVViZ Help Center, checked 20 August 2026

The public hosting statement needs qualification. On a page last updated 18 May 2022, CVViZ says data is encrypted and stored in Amazon Web Services data centres in the Europe region. The reviewed materials did not provide a current tenant-specific AWS region, a public subprocessor list, or a commitment to Germany-only data storage. A buyer for whom EU or Germany hosting is a procurement requirement should obtain the current region, DPA, subprocessors, transfer mechanisms, retention rules, and security materials in the contract. Source: CVViZ, last updated 18 May 2022, checked 20 August 2026

AI-supported application filtering and candidate evaluation are relevant under the EU AI Act because the European Commission lists analysing and filtering job applications and evaluating candidates as examples in the employment context. Classification depends on intended purpose and concrete use, so this is not an automatic legal conclusion for every ATS. On the current Commission timeline, the rules for high-risk use cases in employment apply from 2 December 2027. No vendor-specific AI Act conformity statement, technical documentation, or classification analysis was found in the reviewed public CVViZ materials. Buyers should therefore request evidence on risk management, data quality, logging, transparency, human oversight, and change control. Source: European Commission, checked 20 August 2026

Eight questions for the selection meeting

1. How is a ranking produced for our three most important job families? Ask for a live demonstration using anonymised CVs and jobs from your own process. Establish which criteria and weightings recruiters can change and what explanation accompanies each recommendation.
2. How does the parser handle German and English CVs with tables, scans, gaps, and unusual layouts? Do not use only vendor sample documents. Measure correction effort and failure patterns on representative historical material because users report manual follow-up for some imports. Source: G2, checked 20 August 2026
3. What exactly counts as an active job for billing and tier changes? Confirm whether paused or reopened roles count and how temporary peaks are handled. This matters more than recruiter headcount because the public tiers are based on active jobs. Source: CVViZ, checked 20 August 2026
4. Which charges sit outside the listed ATS price? Request a schedule for job-board fees, migration, setup, API, parser credits, support, tax, and bespoke integration. Any non-public line should have a clear billing rule or spend cap in the proposal.
5. Which job boards and communication routes actually work in our countries? A general product description is not a DACH-specific commitment. Ask for the named boards, email and calendar connections, and responsibility for resolution when a route fails.
6. Where is our tenant's data processed today, and by whom? Request the current region, DPA, subprocessor list, transfer mechanism, retention terms, and security materials. The public Europe statement is from 2022, so it is not a substitute for current contractual evidence. Source: CVViZ, last updated 18 May 2022, checked 20 August 2026
7. How are GDPR requests and deletion periods operated in practice? Test an access, deletion, and stop-processing request. The functions are documented, but the employer remains responsible for its own deadlines, roles, and approvals. Source: CVViZ Help Center, checked 20 August 2026
8. What does exit, including a complete data export, look like? Auto-renewal can be managed in the product, while account-wide export and full closure require support and may take several business days according to the Help Center. Agree the export format, completeness, timing, and deletion confirmation before signing. Source: CVViZ Help Center, checked 20 August 2026

Bottom line

CVViZ is a good choice when screening is one part of a connected recruiting operation and a team wants job management, candidate records, rediscovery, communication, and workflows in the same ATS. Its public entry pricing and combined parsing, contextual matching, pipeline, and agency CRM make it a credible option for SMBs and staffing firms. For DACH teams with strict language, data-residency, works-council, or AI-governance requirements, the key work is not simply comparing prices: it is running a documented proof of concept and completing the contractual review.