CosmoQuick vs Qualivio: Posting jobs or scoring CVs

You’ve got a role to fill and two very different ways to start. One tool wants to push your job ad out to a hundred places at once. The other wants you to bring the CVs and let it sort them. Both are lifetime deals on AppSumo, both sit in the HR and resumes category, and both are cheap enough to tempt an impulse purchase. We haven’t used either, so everything here comes from the listings, which are marketing copy.

Two ends of the hiring funnel

CosmoQuick sits at the front. You write a job once and it distributes the post to 100+ channels, which the listing groups into job boards, communities, search engines and social platforms. Then it collects the applicants in a built-in ATS.

Qualivio sits in the middle. It starts after you already have candidates. You import CVs, LinkedIn profiles by URL, or a CSV, set your job criteria, and it scores everyone against them. Nothing in its listing mentions a careers page, application forms, scheduling or offer letters.

That difference decides most of this. If your problem is that nobody is applying, only CosmoQuick even attempts to help. If your problem is that too many people applied and you’re drowning in PDFs, both tools have an answer, and Qualivio’s is the more detailed one.

How the AI ranking compares

CosmoQuick says every applicant is analyzed and ranked, and you get a match score, a candidate summary, strengths, missing skills and a recommendation. AI shortlisting is listed as unlimited. That’s generous, and it removes the worry of counting analyses as a busy posting comes in.

The catch is that the listing doesn’t say how the matching works or whether you can adjust it. You get the output, but not the logic.

Qualivio puts the logic front and centre. Each score is broken into skills, experience and fit, with written justifications and flagged strengths and concerns. We like that design. You can skim the reasoning, disagree with it, and still save time. It does come with monthly limits, which we’ll get to below.

Neither listing says which model does the scoring or how it treats career gaps, other languages or odd CV formats. Neither says anything about bias in automated ranking of people either. Treat both as a first sort and keep a human making the call.

What happens after the shortlist

Here CosmoQuick pulls ahead if you want one system. Its ATS covers applicants, hiring stages, notes and recruitment workflows, and the listing says team members can review candidates in a shared workspace. It doesn’t say how many seats you get, which is a real gap for a team purchase.

Qualivio gives you a board with “to decide,” “shortlist” and “rejected,” plus recall and pending states. Work is organised around missions, which reads like recruiter language. You can export the shortlist as XLSX or CSV, or share it with a link.

For a freelancer sending candidates to a client, that spreadsheet export is probably the feature you’ll use most. For someone running their own hiring pipeline start to finish, it’s a thinner offer than a proper ATS.

Integrations favour Qualivio on paper: Google Drive, LinkedIn, Slack and Zapier, against Gmail and Google Sheets for CosmoQuick. Neither listing explains what the connections actually do, so don’t assume a two-way sync.

Price, tiers and the fine print

CosmoQuick is one tier at $49, down from a listed $789. You get:

• 100 job posts
• Distribution to 100+ channels
• Unlimited AI shortlisting
• A built-in ATS and 10+ AI hiring tools
• Lifetime access to the Recruiter Circle community
• Phone and email support

The code must be redeemed within 60 days and the deal doesn’t stack. The 100 post cap is the unclear part. The listing doesn’t say whether that’s a lifetime total, per year or per month, and it doesn’t name the AI hiring tools either. Phone support is a nice extra, though we can’t say how good it is.

Qualivio has three tiers at $69, $139 and $249, with a 60 day activation window and the option to move between tiers. The limits are listed from largest to smallest while the prices run the other way, which is confusing. The FAQ mentions Solo, Cabinet and Team plans, so our reading is that $69 is the 1 seat plan and $249 the 6 seat plan. The listing doesn’t confirm that. Check before you pay.

If that reading is right, the entry tier gives you 1 seat, 3 active jobs, 200 AI analyses a month, 1,000 stored candidates, 3 AI sourcing runs and 30 emails a month. That’s one busy role’s worth of screening. The top tier raises it to 6 seats, 25 active jobs, 1,000 analyses and 5,000 stored candidates.

LinkedIn data extraction credits are a separate add-on with no price given. Qualivio’s list price is shown as $0, so we can’t tell you what the lifetime discount is worth.

Trust and track record

Both products are young, and neither listing gives a company history or customer count. A lifetime deal is a bet that the vendor sticks around, so the lower the price, the easier the bet.

Qualivio is more specific about data. It cites Row-Level Security on every database table, rate limiting, encrypted storage, EU hosting and deletion 24 months after a mission closes. That’s still the vendor’s own claim, but it’s more than CosmoQuick offers. Its listing says nothing about where candidate data lives or how long it’s kept, and that matters if you’re handling applicants from Europe.

Who should pick which

Pick CosmoQuick if you’re a founder or small agency who hires a handful of times a year and currently copies ads between sites. The $49 price makes it a low-risk experiment, and having posting, tracking and ranking in one place saves you stitching tools together. Just confirm the post cap and ask which channels are actually on the list for your industry.

Pick Qualivio if you’re a freelance recruiter or small agency that screens a lot of candidates for clients. The score breakdowns and shortlist export match that job closely. You’ll need to bring your own candidate sources and your own system for the later stages of hiring.

Skip both if you only hire once or twice a year and can read ten CVs yourself. Skip both too if you need payroll, onboarding or employee records, because neither listing covers them.

The listings don’t mention any connection between the two tools, so we wouldn’t count on running them side by side as one workflow. Whichever you buy, check the current refund terms, run one real role through it inside the first few weeks, and compare the ranking against your own gut before the window closes.