Score against the real job
Every CV is judged against what this role actually needs — not a keyword bingo card. Brief mentions don't beat real hands-on experience.
OPAL · by Oxydata
Your clients expect quality shortlists. Not a pile of CVs.
You already know the pressure: send enough names to look busy, and the hiring manager pushes back. OPAL helps you send fewer CVs — the ones you can stand behind — with a plain-English note on why each person fits.
Sound familiar?
Ten open roles. One week. No time to be an expert in all of them.
You're great at people — relationships, negotiations, closing. You're not always a Java expert on Monday and a Finance Manager expert by Wednesday. So some CVs slip through. A few are strong. A few are “maybe.” A few should never have left the agency. The client notices. Trust takes a hit.
And even when someone is a genuine fit, dropping a naked CV in their inbox forces the hiring manager to do your homework. They want to know why this person — not another unread stack.
How OPAL helps
A quality gate before anything reaches your client
OPAL sits between “we found someone” and “we're sending this to the client.” Your recruiters stay in charge — they just stop spending nights sorting piles that shouldn't have been piles.
Stop the non-starters early
Must-haves and hard filters catch candidates who were never going to work — before a recruiter burns an evening on them.
Send a shortlist with a story
For each person who passes, OPAL writes why they fit — mapped to the role. Your client gets clarity, not a PDF dump to decode alone.
From the floor
What changed for TechTalent
TechTalent is a licensed Malaysian agency placing technical and non-technical people — permanent and contract. They put OPAL into their day-to-day about three months ago. Here's what their team felt.
70%
Less time stuck in screening
Recruiters got hours back for calls, relationships, and closing
85%
Better CVs reaching the client
Only people who actually fit the role make the shortlist
3x
Happier hiring managers
Clients trust what lands in their inbox — and ask when they can interview
“Our clients expect quality shortlists, not volume. Since implementing OPAL, the feedback from hiring managers has been completely different — they trust what we send them now. The candidate summaries make a real difference.”
Your desk, every day
Tech roles. Non-tech roles. Same standard.
One week you're filling developers. The next, finance and customer service. OPAL doesn't only work for IT — it works for the mix Malaysian agencies actually place.
Technical roles
Developers, engineers, architects — OPAL picks up the stack and project context. A Spring Boot profile still reads as Java experience even when the CV never says the word.
Non-technical roles
Finance, ops, customer service, sales — same care, different criteria. Functional skills, industry background, and seniority signals get a fair read.
Your tools
Keep the ATS you already live in
Nobody wants a rip-and-replace project. OPAL sits in front of your pipeline — score and filter first, then hand a clean shortlist into Manatal, Hiredly, most other ATS platforms, or Oxydata's scalable ATSif you're starting fresh. Same way your team already works.
Manatal
ATS — deep integration
Hiredly
Job portal & ATS workflow
Most ATS platforms
Connect via API
Oxydata scalable ATS
Use ours if you don't have one
Tired of apologising for the CV pile?
Twenty minutes. Your roles, your reality. We'll show how OPAL turns screening time into conversations that actually place people.