The traditional way (a founder's dilemma)

You're a startup founder. You post a role for a Founding Engineer — a critical hire.

The next morning, your inbox or ATS is flooded with 200-500+ resumes.

You have one role to fill, and you want the best. But now you're stuck. Either you:

• Prioritize it, and end up sinking 200–400 minutes just to screen these resumes, or

• Deprioritize it, and risk losing great candidates who are already deep into processes elsewhere.

But you know that in this batch, a few exceptional people exist — and they're buried. And if you delay, they'll be gone.

Here’s a better way: The “Highvalue” way:

1. Just link or create your job on highvalue.team and go to sleep.

2. Whether you get 100, 200, or 500+ resumes, we cut through the noise and surface the right candidates — ranked, explained, and contextualized for you in minutes instead of hours or days.

3. Not only do we tell you who to speak with, we tell you why — with recruiter-style reasoning, clarity, and even icebreaker prompts.

"Did you say… keyword matching?"

No.

From the ancient days of 10,000 BC, keyword-based filtering has been one of the worst ways to screen resumes. Anyone can copy-paste your JD into their resume and pass a keyword filter.

But with Highvalue, that trick doesn't work.

How our technology works:

We've built a contextual engine that analyzes 50+ signals — far beyond basic keyword matching. Our system evaluates candidates just like expert technical recruiters do.

Our proprietary technology examines multiple dimensions of a candidate's profile, looking at both explicit and implicit indicators of fit and potential. We analyze patterns that humans might miss and surface insights that would take hours to discover manually.

Unlike traditional ATS filtering systems that only match text patterns, our approach understands nuance and context—identifying high-potential candidates that keyword systems routinely overlook.

How we compare to alternatives:

400 minutes vs 4 minutes:

That's the kind of time difference we're talking about.

What used to take 6 hours of mental effort, now takes less than 10 minutes.

So instead of wasting time manually shortlisting, you can immediately focus on reaching out to the top 5 or 10 candidates — before they get hired elsewhere.

Your entire inbound funnel, solved — fast, intelligently, and with recruiter-quality precision.

What we're building (and why it works)

We do one thing, and we do it really really well.

• Our proprietary engine is trained to think like a top recruiter

• Our product is designed to move like a founder

You'll feel the difference — in both the recommendations and the experience.

Simplest onboarding process:

Getting started with Highvalue is quick and straightforward:

1. Add your job description - Upload your existing job description to help us understand exactly what you're looking for.

2. Accept resumes from candidates - Share a job page link with candidates to apply directly or you can upload resumes in bulk.

3. Receive ranked candidates - We screen all resumes that comes in and give you a prioritized list with detailed insights for each candidate, explaining why they’re:

   • “Highly recommended”

   • A “Good fit”

   • “Needs more discussion”

   • or a straight “Reject”

The entire process is designed to be frictionless, allowing you to focus on interviewing the right candidates rather than sorting through hundreds and thousands of resumes.

Try the “Highvalue” way

We'd love to show you what we're building. Here's what happens when you fill out the form below:

1. We’ll schedule a 15-minute demo with our team if you’re a recruiter or a early stage founder

2. We'll analyze a sample batch of your actual resumes against a job description of your choice

3. You'll see exactly how much time you can save and the quality improvement in your candidate pipeline

Just sign up below or email us at abhishek[at]highvalue.team — we'll respond within 24 hours.

Sankalp & Abhishek
Co-founders, HighValue.Team