CandiLyt reads every CV against your role, separates what a candidate proves from what they merely claim, and hands you a shortlist you can defend — with the questions to ask each person.
No card to startWorks with the CVs you already haveKeep your ATS
These two are tied — their CVs don't tell them apart. Ask both about orchestration at scale.
By the time a weak candidate is sitting with HR, a hiring manager or a technical lead, your team has already spent time reviewing, scheduling and preparing.
Two interviewers. One hour each. Five candidates who looked reasonable on paper but were never genuinely strong enough for the role.
Keyword matching rewards whoever wrote the better CV. That was a weak signal already. Now that anyone can generate a polished one in a minute, it is close to none.
CVs in one batch listed Git as a skill. Not one of them described using it on a piece of work.
requirements no CV could evidence at all — judgement, communication, handling ambiguity. Those belong in the interview.
graduate CVs genuinely indistinguishable on paper. Any tool that ranks them 1 to 19 with confidence is making it up.
Paste the job description. CandiLyt turns it into a checked list of requirements and asks you to confirm which are genuinely mandatory.
Upload the files you already have, in any format. Each one is read against every requirement and processed on its own — nothing to babysit, nothing to retry.
Who to see first, why they’re ahead, where the batch stops separating, and the questions worth an hour of interview time.
That gap — between a pipeline full of applicants and a confident interview order — is the one CandiLyt fills. Keep the ATS; put this in front of it.
A claim with a piece of described work behind it is evidence. A claim in a skills list is a claim. That difference is what decides the order — and you can see it for every candidate, on every requirement.
This is also our answer to generated CVs. We don’t guess whether a CV was written by AI — nothing reliably can. We check whether the claim has real work behind it.
“owned the feature store serving 40M inferences a day for two years”
In the skills list and a certificate. Not one project bullet in five years.
No CV can evidence this. It is not counted against anyone.
9 candidates mention it. 4 describe doing it.
8 candidates mention it. None describe using it.
All 10 mention it. 2 describe building on it.
Most screening tools return a confident number for every candidate. A CV cannot support that. When the evidence runs out, CandiLyt says so instead of inventing a difference.
The recommendation stays connected to its evidence, the questions that matter and the human decision that follows.
A ranked shortlist shows the strongest supported candidates for the role, with evidence and uncertainty behind the order.
Interviewers get role questions plus focused questions tied to the candidate’s described work and open gaps.
The final view connects CV evidence, interview findings, open concerns and the human team’s next decision.
Pay once for a single role, take a pass for a hiring burst, or run a plan if you hire continuously.
Try CandiLyt on one real role: shortlist the CVs and prepare interviews before you buy.
For the role you are hiring for now: requirements, evaluated CVs and a ranked shortlist.
Prices in INR, tax included. Users are unlimited.
Each CV beyond 150 on a role costs ₹5, added to your next purchase.
This keeps the calculator close to the current process: CV review happens first, interviews happen next, and the costly signal is how many people are rejected only after the interview.
Use one role as the example, then scale it across similar roles per month.
in interview time spent on candidates rejected after the interview
No. An ATS manages applicants — stages, statuses, records. CandiLyt decides who is worth interviewing and why. It sits in front of the ATS; you keep the one you have.
No, and nothing reliably can — detectors flag non-native speakers and anyone who used a writing tool. So we don’t try. We check whether each claim is backed by a described piece of work, which a generated CV fails on its own terms.
CandiLyt is a hiring decision-support product that helps teams compare candidates, understand role-fit evidence, prepare interviews, and connect feedback before making a hiring decision.
No. CandiLyt is designed as the evaluation and decision layer around the interview process, not as a replacement for applicant tracking.
No. Start with one open role. CandiLyt can sit alongside the tools and process you already use.
It is built for founders, HR leaders, technical leaders, finance leaders, and hiring teams who want stronger evidence before spending senior interview time.
Use a live role where you already have several candidates. Compare CandiLyt's shortlist with the candidates your team would normally interview first.
The percentage is based on how the candidate's evidence aligns with the role requirements. The score is useful context, but the evidence and gaps should be reviewed by your team.
Bring one role and the CVs already sitting in your inbox. You’ll have the shortlist, and the questions, before the first call is booked.