CVViZ Job Distribution

CVViZ Job Distribution is a recruiting platform that routes eligible openings to job boards and brings applications into a shared screening workflow. It best suits in-house teams, employers, and staffing agencies that need job distribution alongside candidate review and coordination. Its breadth is useful, but board eligibility and a $99-per-month entry point make it a considered purchase rather than a low-cost screening tool.

Overview

CVViZ links job posting with application collection, resume review, candidate communication, and interview coordination. Supported channels include LinkedIn, Indeed, career pages, and other free or paid boards, but which boards work depends on their policies, geography, and the employer’s account eligibility. That makes it a practical route to centralize recruiting activity, not a guarantee of distribution to every desired board.

Its screening AI compares resumes with job context and configured criteria, surfaces evidence for recruiters, and leaves advancement decisions to people. Teams can also add required or optional knockout questions in multiple-choice, short-answer, or long-answer formats. This combination supports structured review while keeping hiring decisions with the team.

Key features

Candidate review and contact

Applications flow into a centralized candidate database for screening and recruiting workflows. Recruiters can contact candidates by email, WhatsApp, or SMS, use personalized sequences, and take over conversations. This is useful for teams that want outreach attached to the recruiting process rather than treated as a separate task.

Interview coordination

CVViZ can coordinate availability, let candidates select times, and handle confirmations and reminders. Interview activity is recorded on the candidate record, helping keep scheduling context with the application.

Integrations and controls

Integration options span Google Workspace, Microsoft 365, Slack, WhatsApp, SMS/Twilio, job boards, HRMS handoff, and API-based data exchange. API access is included in the Standard and Pro ATS plans; a separate resume parsing API is also offered. CVViZ presents SOC 2 Type II and GDPR compliance signals and describes role-based access and data protection controls. Support includes training via live demos and webinars, email, live chat, phone, and an in-app guide.

Pricing

There is no free plan. A 7-day free trial requires no credit card, giving teams a short window to assess fit before committing.

• Starter — $99 a month: 5 active jobs, unlimited users, and all ATS features. It is the entry point for a small active requisition load; the five-job cap is the trade-off.
• Basic — $199 a month: 10 active jobs, unlimited users, and all features. It doubles Starter’s job capacity, but still caps active openings at ten.
• Standard — $349 a month: 20 active jobs, unlimited users, and API access. This is the first ATS tier explicitly including API access.
• Pro — $499 a month: 100 active jobs, unlimited users, API access, multi-domain access, and SSO. It fits larger or multi-domain operations that need substantially more job capacity and single sign-on.
• Integrate — $25 a month: resume screening, matching, and ranking. This is a lower-cost screening-oriented option, rather than a substitute for the ATS tiers’ stated active-job capacity.

CVViZ also sells resume parsing credits annually: 10,000 credits for $625 a year, 50,000 for $2,500 a year, and 100,000 for $4,500 a year. These are relevant to teams buying parsing capacity; the credit totals are the stated limits. The ATS plans scale by active jobs, while users are unlimited across the four named tiers.

Platforms

CVViZ lists Android, iOS, web, Linux, macOS, and Windows, as well as API and extension support. That range accommodates varied device and system environments, while API access within ATS plans is limited to Standard and Pro.

Who it's for

CVViZ is best suited to in-house recruiting teams, employers, and staffing or recruitment agencies that need to distribute eligible openings and manage screening, outreach, and interviews in connected workflows. Teams with few openings may find Starter adequate; those needing API access must budget for Standard or Pro. Organizations that rely on a particular job board should first confirm eligibility, and teams seeking a free plan should look elsewhere.

Pros and cons

• Pro: Job distribution, application review, candidate contact, and scheduling are brought into related workflows, reducing the need to separate these recruiting tasks.
• Pro: AI-supported resume comparison presents evidence while leaving advancement decisions with recruiters, and knockout questions add structured application screening.
• Pro: Unlimited users across the ATS tiers avoids a per-seat cap as teams grow.
• Con: Board availability depends on policy, geography, and employer-account eligibility, so distribution coverage is conditional.
• Con: There is no free plan, and ATS pricing starts at $99 a month with a five-active-job limit on Starter.
• Con: API access is reserved for Standard and Pro among the ATS tiers, so teams that need it face a higher starting price.

Alternatives

For a broader shortlist, compare Candidate Screening Software and Applicant Tracking Systems.

• Humanly Intelligent CV Screening is worth considering if a free plan matters: Explorer costs nothing and permits five job descriptions each day, up to 10 CVs per screening run, and one run of each other co-pilot, with no Talent Vault or storage.
• SkipCV offers a free starting point: its Standard plan costs nothing for 20 credits, with a maximum of eight candidates per analysis.
• Octagnt may suit a team that wants a capped free option, with one requisition and 150 evaluated profiles each month.
• Ducknowl is an alternative with custom pricing, tailored to hiring process and screening or assessment types, with pay-only-for-what-you-use terms.
• Rezmatch.ai is another freemium option.
• Hirvana is another freemium option.
• Job-Eval is a free option.
• Talsense is another freemium option.

Verdict

Choose CVViZ if your recruiting team wants eligible job distribution tied to screening, candidate engagement, and interview coordination, and its active-job tiers match your workload. Its main draw is the connected workflow with unlimited users; its main reasons to look elsewhere are conditional board coverage, the five-job Starter cap, and no free plan.