Every hiring manager knows the feeling. The role closes on Friday. By Monday morning there are 200 applications sitting in an inbox, a job board dashboard, and an ATS — none of them formatted the same way, none of them scored, none of them in any kind of priority order. Someone needs to open every one. That someone is usually the person who should be spending their week hiring, not reading CVs. The problem isn't the volume — it's that volume hasn't historically been scalable. Ten applications and ten humans to review them is manageable. Two hundred applications and the same ten humans means the best candidate is probably on page 3 of a document nobody got to before Friday's shortlist deadline. This system processes 500 CVs in under 3 minutes, extracts every relevant field, and queues every candidate for scoring the moment their application arrives.