Role-specific rubric
Build must-have gates and weighted criteria from the actual job — not a generic keyword list.
OPAL · by Oxydata
AI CV Screening Software Malaysia
Most hiring managers didn't sign up to read CVs all day.
OPAL is AI CV screening software that sits in front of your existing ATS — scoring candidates before they reach your team.
How It Works
What AI CV Screening Actually Means
Most ATS platforms match keywords — they find "Java" if the CV says "Java." But a candidate who mentioned Java once in a project five years ago scores the same as someone actively building Java applications today. That's not screening. That's searching.
OPAL goes deeper. Every CV is evaluated against a role-specific rubric — built around your actual job requirements, not generic keywords. Hard compliance gates filter out candidates who don't meet non-negotiables. Weighted criteria assess genuine fit. And contextual inferencing means OPAL understands that "Spring Boot developer" implies Java proficiency, even if the word "Java" doesn't appear. The result is a shortlist you can trust — with a clear summary of each candidate's strengths, ready for your hiring manager to act on.
Score & filter
Every CV is scored with contextual inferencing. Non-negotiables fail fast; fit is explained, not guessed.
Shortlist into your ATS
Hiring managers get a ranked shortlist with summaries — then continue in Manatal, Workday, or your HCM.
Who It's For
Built for Malaysian enterprise talent teams
Use OPAL when volume is high, vendor CVs are noisy, or hiring managers refuse another unfiltered stack — especially for specialist technical and professional roles across Malaysia.
- Corporate HR and talent acquisition teams
- Hiring managers drowning in vendor submissions
- Teams that already run Manatal, Workday, or SuccessFactors
- Roles where keyword ATS matching produces false positives
- Multi-vendor specialist hiring (Java, .NET, PMs, and more)
- Agencies screening at scale — see OPAL for staffing agencies
Outcomes
What Changes When You Use OPAL
Hiring Managers
Instead of 80 raw CVs, they receive 8 pre-scored candidates with a structured summary of why each one made it through. CV review time drops from half a day to 30 minutes.
Talent Team
Manual screening stops being the job. Recruiters get back to relationship management, candidate communication, and offer coordination — the work that actually requires a human.
The Business
Good candidates get a faster response. In a competitive talent market, speed to quality shortlist is the difference between making the hire and losing them to a competitor who moved faster.
Proof
Trusted by Enterprise Teams in Malaysia
BMW Credit Malaysia uses OPAL to screen specialist technical roles — Java Developers, .NET Developers, and Project Managers — across submissions from multiple recruitment vendors.
85%
CV quality improvement
Only candidates who genuinely meet role criteria reach the interview stage
30 min
CV review per hiring cycle
Down from half a day of senior technical time on manual screening
8 vs 80
Pre-scored candidates vs raw submissions
Hiring managers review a shortlist they can act on — not a stack of CVs
90%
Reduction in CVs reaching hiring manager
Hiring managers review 8 pre-scored candidates instead of 80 raw submissions
Integrations
Works With Your Existing Systems
OPAL doesn't replace your ATS or HCM. It sits in front of them — scoring and filtering candidates before they enter your existing workflow. No rip-and-replace. No disruption to your current process.
Workday
Enterprise HCM — integration available
SAP SuccessFactors
Enterprise HCM — integration available
Oracle HCM Cloud
Enterprise HCM — integration available
Manatal
ATS — deep integration
FAQ
AI CV Screening FAQ
What is AI CV screening software?
AI CV screening software evaluates resumes against a role-specific rubric — not simple keyword matching. OPAL scores each CV, applies hard compliance gates, and produces a ranked shortlist with reasoning so hiring managers review quality candidates instead of raw stacks.
How is OPAL different from a normal ATS?
Most ATS platforms search for keywords. OPAL sits in front of your ATS and uses contextual inferencing — for example understanding that Spring Boot implies Java proficiency even when the word Java is missing — then hands a scored shortlist into your existing workflow.
Does OPAL replace our ATS or HCM?
No. OPAL integrates with systems such as Manatal, Workday, SAP SuccessFactors, and Oracle HCM Cloud. It filters and scores candidates before they enter your existing pipeline — no rip-and-replace.
Is OPAL suitable for Malaysian enterprise hiring?
Yes. OPAL is built by Oxydata for Malaysian enterprise and SME talent teams, including multi-vendor submission screening for specialist technical roles. It is designed with PDPA-aware handling of candidate data.
Does OPAL replace recruiters or hiring managers?
No. OPAL handles consistent scoring and shortlisting so humans spend time on judgment — culture fit, interviews, and offers. Recruiters stay in the loop on every recommendation.
How long does it take to start screening with OPAL?
Most teams are operational within 1–2 weeks: configure the scoring rubric for your roles, connect ATS or upload flows, and run a short onboarding. Request a demo to see a live screening workflow.
Ready to See It in Action?
If your hiring managers are spending too much time on CVs that should never have reached them, we'd like to show you what OPAL does in 20 minutes.
OPAL for Recruitment Agencies in Malaysia
OPAL is built by Oxydata — a Malaysia Digital (MD) status AI solutions company serving enterprise clients in Malaysia since 2012.