Recruiting · Resume screening
Recruitment Resume Screening Agent
Ranks inbound resumes with reasons a human can audit.
A single role draws hundreds of resumes and the good ones get missed because nobody has time to read past the first fifty. The screening that does happen is inconsistent, undocumented, and impossible to defend if a candidate asks why.
What it does
Three things it takes off your team.
Every inbound resume read against the role spec, so strong candidates in the back of the pile still surface
A ranked shortlist with a written reason for each placement, ready for a recruiter to review
No candidate auto-rejected without a reason a human can read and audit — the screening is defensible
How it works
Three steps, then it runs.
Define the role
You give it the spec — the must-haves, the nice-to-haves, the disqualifiers. It screens against that, not against a hidden model of its own.
It reads and ranks
Each resume is scored against the spec and placed in order, with the reasoning for its position written out in plain language.
A human decides
You get a shortlist and the reasons behind it. Every ranking is logged, so a rejection can always be explained after the fact.
Point it at
- High-volume role screening
- Shortlisting for review
- Consistency across recruiters
- Talent-pool ranking
- Auditable hiring decisions
Who this is wrong for
It shortlists; it does not hire. Screening is where bias and legal exposure live, so the final call — and the accountability for it — stays with a person. If you want a tool that auto-rejects to zero human involvement, we won't build it.
Will it reach production on your workflow?
Six questions, scored out of thirty, against what actually stops automation reaching production. The result is immediate, no email required, and it will sometimes tell you not to hire us.