RHIA Copilot
Turn a CV pile into a ranked shortlist fast
Start new thread
Florian Mauduit

RHIA Copilot - Turn a CV pile into a ranked shortlist fast

by•
RHIA Copilot helps small businesses sort high-volume applications fastwithout an HR team. Share your CVs and get a ranked shortlist with clear, neutral reasons so you can hire with confidence. How it works • Define the role and must-haves • Share the CVs you received • Receive a ranked shortlist + a short rationale per candidate Best for • Restaurants, hospitality, retail, logistics • Urgent frontline hiring with lots of CVs • Owners/managers who want fast, explainable triage

Add a comment

Replies

Best
Florian Mauduit
Maker
📌
Hey Product Hunt ! I’m Flo, the maker of RHIA Copilot. I built it after watching small operators (restaurants, retail, logistics) get buried under CVs when they need to hire fast, without an HR team. RHIA Copilot helps you move from “inbox chaos” to a ranked shortlist. You share the CVs for a role, we triage and prioritize applicants against your needs, and you get short, plain-English reasons for each ranking designed to stay neutral and avoid sensitive criteria. We start with a done-for-you pilot: we handle the first round of screening. If it’s useful, you keep the account and continue on subscription. I’d love your feedback: Would these reasons be enough to make a call ? What’s your #1 deal-breaker when hiring frontline roles ? How do you receive CVs today (email, platform, paper) ?
Mathieu CALISE

I just have one question, what is the difference between your product and a ATS ?

And is it eligible with RGPD rules ?

Florian Mauduit
Maker

@mathieu_calise Hi Mathieu !

An ATS is a full recruitment system (pipeline stages, job posting, interviews, emails, database, etc.). RHIA Copilot is a lightweight “triage layer”: it helps you prioritize a pile of CVs fast and outputs a ranked shortlist with clear, job-related reasons. It can work alongside your existing tools (or even just email CVs) and doesn’t require a heavy setup.

RHIA it’s designed to be GDPR-ready. We follow GDPR principles (purpose limitation for recruitment, data minimization, access controls, retention/deletion). We also avoid using sensitive criteria (age, origin, gender, etc.). In a typical setup, you remain the data controller and RHIA acts as a data processor, with the usual documentation (DPA, retention options) available.