Comparative judgement is nowadays predominantly used in the educational domain. The D-PAC team aims to explore CJ’s strengths beyond this realm, for example in the recruitment and selection domain. Therefore, we conducted a try-out investigating whether or not D-PAC was successful when applied to CV-screening. Consequently we partnered with Hudson (http://be.hudson.com – a human resources consultancy company) using a received job opening from a client. Forty-two CV’s were received and D-PAC was used with 7 assessors to compare the CV’s. Assessors also provided pairwise feedback to justify each choice. The main questions were related to reliability and validity: (1) how reliable is the D-PAC assessment on CV screening with expert assessors (if the assessment would be performed again, how strongly will the ranking resemble the current one)? And (2) do all assessors look at the same and relevant criteria of the CV’s in relation to the job ad (validity)?