The AI candidate card

When a CV arrives, jah.dk reads it and builds a candidate card: one structured profile, a check of the job's requirements with evidence, a short summary and, if your company has switched it on, an AI score with its reasons. The card helps your team read faster. It never decides.

What is on the card

Profile: name, contact, location, current role, experience, education, skills, languages, licences and start date. Every field shows how sure the AI is:

• sure: taken directly from the CV;
• check: calculated or interpreted (for example total years of experience from dates);
• not in CV: the field stays empty. Nothing is invented.

Requirements: each requirement you wrote in the job, marked found, partly or not found, with the line from the CV it is based on. "5 of 7 found" is a fact you can open and check. It is separate from the AI score.

Summary: a few sentences, strengths, what to check and questions for the interview, written in your interface language (Danish, English or Ukrainian), whatever language the CV is in.

The original: the file and its extracted text are always next to the card.

AI scoring (optional)

Scoring is off until an owner switches it on in Employer cabinet → AI and confirms the disclaimer. Then you set an evaluation profile for the company, and adjust it per job if needed:

• Criteria and weights: suggested from the job ad; you edit them.
• Must-haves, nice-to-haves and knock-out questions: from the job or from screening questions with an expected answer. A failed knock-out is a red flag, not a rejection.
• Scale: 0–100 or 1–5 (stored as 0–100).
• Your own analyses: nine templates (stability of experience, English, Danish, tech stack, red flags, measurable achievements, leadership, right to work, motivation) or your own prompt.
• Bias guard: on by default. The AI is told to ignore protected traits and the output is filtered.
• Monthly budget: within your plan's AI budget, or a lower limit you set.

Every criterion shows its score, weight and the quotes behind it. Quotes are checked word for word against the CV; one the AI can't back up is dropped, and a criterion without evidence is marked not confirmed and capped at 4 of 10. Evaluations run automatically on new applications or in bulk, and the same input always gives the same stored score.

You can sort and filter by AI score. Your team's 1–5 rating stays separate.

What the AI never does

• It never rejects, moves or hides a candidate. Every decision is recorded as made by a person.
• It never writes to a candidate on its own.
• It never gives a score without reasons.
• It is told not to use age, gender, nationality or other protected traits.

Files it can read

PDF, Word (DOCX and DOC), ODT, RTF and plain text, up to 10 MB per file. Images are stored as attachments. Scanned PDFs without a text layer can't be read yet. The file is kept so you can open it.

When the AI is wrong

It will sometimes be. That is why the original is next to the profile, uncertain fields are marked and every requirement shows its evidence. Trust the evidence over the summary.

Data

Text is extracted on our servers in Germany. The AI step uses OpenAI's API under a data processing agreement; data sent through the API is not used to train models. See GDPR and retention and the AI page.

What to tell candidates

You can add this to your job ads: "We use software that reads applications and, based on our criteria, summarises and scores them for us. It never rejects anyone. A person reads every application and makes the decision."