Parthumanally
AI recruitment tool, reviewed by humans
I've spent the last few months building Parthumanally: a tool that uses AI to screen and rank CVs, always with human review from HR specialists in the loop.
The problem I'm going after: small HR teams across Europe burn a huge chunk of their time opening CVs one by one, and most of that is quick elimination, not real decision-making. The idea is to hand them a ready shortlist in minutes and save human judgment for the cases that actually matter.
Still in validation mode — CV screening is the first step, the rest of recruitment (and HR more broadly) comes next depending on what I learn now.
Just opened a public demo with fake data, no account needed (just an email). Looking for direct feedback from anyone who's dealt with hiring pain: does the problem land, is there something obvious missing in the experience?
https://parthumanally.com?utm_source=indiehackers&utm_medium=community&utm_campaign=post_intro
A few months in, focused on the CV screening and job description flow first. The bet: recruiters don't want AI replacing judgment, they want the repetitive 80% off their plate so the last 20%, actually talking to people, gets more time.
Not open yet, still validating interest. There's a signup on the site if you want to be one of the first to try it.
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I'm curious what convinced you recruiters want AI to stop at screening rather than participate further in the hiring process.
Was that a conclusion you reached from talking to recruiters, or a product principle you decided to build around from the start?
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Yeah, it was more of a hunch than something I'd actually validated across a bunch of recruiters. Comes partly from my own time in HR: screening was the part I genuinely wanted off my plate, going through the pile, filtering out the obvious no's. But once you're at interviews and final calls, I wanted that judgment call to be mine, not something a tool decides for me. That's basically where the product boundary came from.
Fair point though, it's one person's experience, not a pattern. Worth actually checking with more recruiters before I treat it as fixed.
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Appreciate the context.
Would be good to continue the conversation as you explore how recruiters respond to that boundary.
What's the best email to reach you on?
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