Recruiting · Resume screening
AI Resume Screener
Ranks inbound resumes with reasons a human can check.
A single role gets hundreds of resumes. 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 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 check
How it works
Three steps, then it runs.
Define the role
You give it the spec — the must-haves, nice-to-haves, and 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 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 later.
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 will not 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.