Your scarce resource is calendar time, not CVs. Candidates arrive already pre-screened, the first filter happens before anyone reaches your diary, and they book their own slots — interns, freshers and experienced hires on one pipeline.
Screened on arrival — the first round already happened.
Paste a job description and see how many matching, screened candidates are actually on the platform — before you spend a rupee advertising it or a week waiting. If the pipeline is not there, you find out in ten seconds rather than at the end of the month.
See it on your own roles →Your whole hiring team, each on their own login.
Paste a JD — see how much matching talent exists first.
Candidates arrive with their ability already evidenced.
Publish availability; reminders send themselves.
Interns, freshers or experienced — one pipeline.
Propose an internship or placement drive to several colleges at once. Each replies on its own terms, the placement cell verifies its own students, and you get an official campus cohort rather than a scraped list.
Because the screening already happened — before the application reached you.
| Task | Manual | With MetaTnP |
|---|---|---|
| Resume screening | ~17 hrs | 0 hrs |
| Skill screening | ~33 hrs | 0 hrs |
| First-round interviews | ~25 hrs | ~8 hrs |
| Total recruiter time | ~75 hrs | ~8 hrs |
Move the slider to your own hiring volume.
Illustrative model: 2 min per CV, 20 min skill screening on 20% shortlisted, 30 min interviews on 10%; recruiter cost ₹1,500/hr. Resume-discrepancy rate 20% (Nasscom Talent Integrity Survey 2024 / SpringVerify).Figures update as the slider moves.