As a job seeker, I find that my mental fatigue increases with the thought that despite my search efforts, my resume may never even be seen. I try to see the situation from the perspective of recruiters and hiring managers, though: at the receiving end of a barrage of resumes, the task of zeroing in on a few worthwhile candidates must be no simpler.

There’s now a way to simplify the hiring process for both parties: enter Jobaline, the online candidate sourcing platform. The service has three tiers: free job listings, tags, and candidate-response screening.

The concept was developed by co-founders Miki Mullor and Bill Davidheiser as a response to the staggeringly long wait time job seekers often find when applying to jobs at larger companies. The process can take several months, due in large part to a policy—whether upheld or not—that recruiters must read every resume received.

Jobaline seeks to make the search more efficient: candidates effectively piece the puzzle together for recruiters by concisely outlining how they would fulfill a given position. Candidates who most closely approximate recruiters’ requirements receive higher ratings from the site.

Once Jobaline identifies the most-engaged candidates, recruiters may explore their profiles in more depth; if they like what they see, they can purchase a candidate’s contact information and original resume for a relatively small fee. It’s a worthwhile investment, considering that so much of the tedious resume-sorting process is circumvented.

Given that there is such an astounding number of people vying for any given position, Jobaline offers a sensible, streamlined solution—a third-party mediator with custom filters. What is your take on this concept? Do you think this selection process might create conflict down the road?