Voice-to-CV
The candidate speaks for two minutes in their own language. What comes back is a structured CV, aligned to Europass, with skills mapped to the European ESCO standard. No form to fill in, no app to install.
The form is the barrier
An application form asks you to write: in the local language, into a text box, on a phone. For a Romanian bricklayer, for a warehouse worker who finished the shift at ten at night, for someone who speaks the language well but writes it badly, that empty field is the exact point where the application stops. Not because the person is wrong for the job: because the channel is not theirs.
Speaking does not have that barrier. It is the thing everybody already does in chat every day, and it asks for neither a keyboard nor spelling.
How it works, step by step
From a voice message to a comparable profile: five steps, none of them on the recruiter.
The candidate opens the chat
WhatsApp, Telegram or Instagram. No app to install, no account to create, no password to remember: they use what is already on their phone.
They speak their own language
They record a voice message the way they would for a friend. They do not have to declare which language they are speaking: the system recognises it from the audio.
The assistant rebuilds the profile
From the transcript it derives experience, education, language skills, licences and availability, and asks only for what is missing.
Skills land on ESCO
Occupations and skills are attached to the European classification, keeping the distinction between a role's essential and optional skills.
The recruiter gets a CV and a score
A CV built on the Europass structure and a match score broken down into its components, not a number to take on trust.
Why ESCO changes the outcome
This is where the difference between a CV and usable data sits. Free-text CVs can be read, but not searched and not compared: «bricklayer», «construction worker» and «masonry operative» are three different strings to a database and the same job to a human being.
ESCO is the European classification of occupations and skills. Cumino uses it as an imported dataset, not as a label: every occupation carries its own code, its ISCO group, alternative labels in several languages and the list of skills for the role, split between essential and optional.
What changes in practice
- Skills become comparable across candidates, instead of strings to read one by one
- Search finds by occupation, not by the exact word the candidate happened to use
- Labels are multilingual: someone who described their work in Arabic stays searchable in Italian
- The occupation-to-skill link separates what the role genuinely requires from what is a bonus
The CV that reaches the recruiter
It is not a tidied-up transcript: it is a structured document, built on the same frame as the Europass CV.
Experience with the sector
Every role carries employer, dates, place and type of business or sector, as the Europass structure requires.
Education with EQF level
Qualifications are classified on the European Qualifications Framework, 1 to 8: comparable across countries.
Languages on the CEFR grid
Not a single overall level, which would not be compliant: listening, reading, spoken interaction, spoken production and writing assessed separately.
Licences and certifications
Driving licence categories and certifications collected as a structured field, not buried inside a paragraph.
A score you can argue with
The match score is not an opaque number: it is the weighted sum of four components, and the recruiter sees how much each one contributed.
Domain: 30%
How far the profile belongs to the sector and the themes the campaign asks for.
Seniority: 25%
Whether the experience level falls inside the range set for that role.
Skills: 25%
How many of the required skills are actually present in the profile.
Profile completeness: 20%
How well documented the profile is: a suitable candidate told only half weighs less than a complete one.
The result also comes as an A-to-D band and a five-point scale, to sort the list at a glance. The decision stays with the person selecting, though: the score explains, it does not decide.
Fourteen languages, the ones that actually matter
Not a row of flags: these are the languages a campaign can address the candidate in, and the candidate can answer in.
Language detection is automatic: the candidate does not pick it from a menu.
The same mechanism on the archive you already have
A CV database ages fast. The same assistant can reach back out to candidates already on file and have them say where they stand today: the profile comes back current and mapped, with no hours of data entry.
How the database refresh worksFrequently asked questions
Want to try it on your own candidates?
In the Pilot Program you test it on your real pool, not on a staged demo.
Talk to the teamExplore the Pilot