Online Resume Redactor Software and API. Brought to you by Affinda

Our resume redactor can remove more than 20 fields from resumes, including (but not limited to) name, age, nationality, gender, ethnicity, disability, sexual orientation and religion. Ultimately, though, the choice of which fields to redact is up to you. Our redaction technology is highly flexible, enabling you to redact only fields related to a candidate’s origin and education, or those related to gender and sexual orientation — or all these, or none of them. It’s entirely your choice which specific fields you’d like to be redacted, and those you’d prefer to leave visible.

The redactor software works with Word docs and PDF files. If you’re interested in uploading other types of files, feel free to get in touch with our AI experts. We’re here to help!

An anonymized resume looks just like the original, aside from the redacted fields. The end result of our resume redaction process is a file that’s indistinguishable from the original resume, except that personal information has been blocked out. The output preserves all structure, fonts, coloring and other formatting from each file you upload, redacting only the types of info that might impact your hiring decisions.

You can upload 25 resumes in a single batch. This helps ensure that all our users enjoy fast processing speeds, and that everyone accessing the tool gets a fair share of bandwidth and machine learning intelligence. However, if you’re interested in redacting an unlimited volume of uploaded resumes, consider using our professional solution! Get in touch with one of our AI experts to find out how.

Both our online app and our CV redactor API can process resumes in just a few seconds. Don’t feel like waiting? No problem! We’ll be happy to send you an email when your output is ready — usually within 10 minutes or less. And if you’re interested in scaling up to larger-scale bulk processing of thousands of resumes, our AI experts are ready to help you take that step.

Affinda’s leading-edge artificial intelligence (AI) system uses machine learning abilities such as natural language processing (NLP) and image recognition to pinpoint personally identifying fields within each candidate’s resume. Then our algorithm goes to work, blocking out all the fields you’ve specified, while leaving the overall appearance and format of each resume perfectly intact. That means your resume review process can proceed as it normally would — except now it’s blind and diversity-friendly.

Basically, resume redaction is the process of screening resumes and blocking out bias-susceptible data.

Redactor technology enables hiring managers to focus on what really matters about a candidate — like job skills, experience and qualifications — rather than on information that could inadvertently bias them against a well-qualified candidate, such as gender, ethnicity, nationality, social background or religious beliefs. Redacted resumes look just like the originals, and remain in the same file formats. The only difference is that personally identifying information has been blocked out. You might also have seen terms like “blind CV,” “anonymous CV,” and “anonymous resume,” which refer to the results of this same process.

Redaction can be helpful throughout many stages of the hiring process, but it’s particularly useful during initial screening, when many candidates tend to get overlooked — intentionally or otherwise — due to information that biases employers against them. These biases may not always be intentional, and can be triggered by something as small as a candidate’s last name, their place of birth, or even an achievement that carries certain associations for reviewers. While blind recruitment alone can’t completely remove gender bias — or any other bias — from an organization, blind screening does help mitigate these biases, ensuring that top-qualified candidates don’t get passed up for the jobs they’re great at. It also helps employers maintain the most diverse workforce possible.

Whether your goal is simply to remove bias in a specific area, or to create a totally blind recruitment process, Affinda’s redactor will help you maintain recruitment best practices through redaction, while making it easier to ignore traits that won’t affect an individual’s job performance. You’re able to choose what is redacted, so you can focus on eliminating gender or age bias, along with biases related to sexuality, national origin or religion. Or you can choose to redact all this information, leaving you free to focus exclusively on each candidate’s skills and achievements, with no distractions.

Redaction helps ensure that top-qualified candidates don’t get passed up for the jobs they’re great at. It also helps employers maintain the most diverse workforce possible. This recruiting best practice is a key component of a diversity-centric recruiting strategy. By enabling you to focus on the skills and experience that qualify each candidate for a job role, you’ll be strongly positioned to notice top-qualified candidates, regardless of their origins or physical traits. As a result, you’ll build a more diverse workforce, better equipped to think outside the box and recognize new market opportunities.

By using anonymized resumes and CVs, your hiring team can focus on the traits that really matter about each candidate, such as skills and qualifications. When you remove potentially biasing information from your screening process, you’re one step closer to achieving truly blind recruiting — in other words, hiring the best-qualified candidates for each position, regardless of their gender, age, ethnicity or national origin. When you make hiring decisions based strictly on a candidate’s qualifications, rather than on biasing information, you’ve got a blind recruiting process.

The process of blind recruiting will look different for each organization, but it usually involves several common factors. First, one should redact information from CVs and resumes before the hiring manager begins screening candidates. This ensures that qualified applicants aren’t disqualified due to personal details that might bias anyone on the hiring team against them. Second, if a candidate is selected via this blind screening process, they are called in for an interview. Many diversity recruiting strategies incorporate additional bias-removing techniques further along the hiring pipeline.