AI Recruitment Screening Software for Hiring Teams
Screens every CV against the brief, evidences the score, and ranks the shortlist overnight.
The agent sources across your job boards and the dormant profiles already in your database, screens on a call or over WhatsApp, runs role-specific assessments and scored video interviews, and writes a ranked shortlist back into your ATS. Nobody is rejected by a machine.
The problem
Hiring does not stall on judgement. It stalls on the waiting.
The difference
The same 400 applications. Two shortlists.
On the left, an undifferentiated stack screened by keyword: fast, unexplainable, and impossible to audit. On the right, the same stack after the agent has read it: ranked, scored on the role’s requirements, with the evidence for every score attached and the gaps flagged for your recruiter to probe. Screening by judgement, at scale.
Why it matters
Recruiter capacity, not recruiter headcount.
A role sitting open costs you every week it stays open: the work not getting done, the delivery date slipping, the team covering for a seat nobody sits in. A rushed screen costs you twice, because a bad hire that a twenty-second read let through is paid for over months. Both of those come down to the same lever - who your panel spends its interview hours on.
An open role bills you weekly
Work not done, a delivery date moving, and a team quietly covering the gap. That cost is paid every week the seat is empty, and it is paid whether or not anyone is screening.
A rushed screen is where a mismatch gets in
The cheapest place to catch a candidate who cannot do the job is before the first interview, on the evidence in the application. The most expensive place is three months into the role.
Your recruiters get their week back
Screening backlogs are not what your recruiters are good at. Their hours go back into conversations, candidate experience and closing the people your panel actually wants.
How the agent works
CV screening and candidate ranking, overnight.
The agent sources, reads, scores, flags and hands over – and every score it gives carries the evidence a human can check it against.
Boards and your own bench
Matches the role across your job boards and careers site, and reactivates the dormant profiles already sitting in your database.
On a call or WhatsApp
Talks to every applicant on the channel they answer: availability, compensation expectations, location, must-have experience. No phone tag, no time zone.
On your rubric
Role-specific assessments scored against the requirements you set: competency, not credentials.
Async, and scored
The same structured questions for every candidate, answered when they can, recorded and scored on relevance and communication.
With the evidence
A ranked shortlist, the reason behind every score, gaps flagged as questions to probe, slots proposed and everything written back to your ATS.
Best of both worlds
Product speed. Custom fit.
You shouldn’t have to choose between a rigid SaaS box and years of custom build. The agent is both.
A proven agent, ready to run
The reading engine, the scoring rubric and the ranked shortlist grew out of a live product already running on real hiring pipelines. You are live in under a week - and your panel is reading a shortlist with its evidence attached on the next open role.
Configured around your roles
Your job descriptions, your must-haves, your weightings and your stages are configuration, not code. Need the rubric shaped to a niche role, or the shortlist wired into how your ATS already moves candidates through stages? We build it around you, at product speed.
Governance, not vibes
Agentic where it earns trust. Governed where it counts.
The agent ranks and explains. A human makes every decision. And every score, rubric change and hiring decision sits on a log your auditor would enjoy.
Nobody is rejected by a machine
The agent ranks, evidences and recommends. Every reject and every hire is a human decision, and the pool stays open until your panel closes it.
One rubric, visible evidence
Every candidate is measured against the same role requirements, and every score points at what earned it, so your team can audit it and overrule it.
Candidates know, and consent
Applicants are told when they are speaking to an AI screener, and interviews are recorded only with consent. Every decision is logged for review.
Why teams keep it
Built for how you hire
- Works with your ATS: shortlists, scores and notes written back
- Screens on the channels candidates answer: phone and WhatsApp
- Calendars synced, slots proposed, reminders sent to cut no-shows
- Your dormant database searched and reactivated, not left to rot
- Built for agencies and in-house teams alike, across IT, BFSI and BPO hiring
What changes in weeks
- Time from role open to shortlist drops from weeks to overnight
- Recruiter capacity rises without adding recruiter headcount
- Panel hours spent only on candidates worth meeting
- Every candidate gets the same questions and a reply, not silence
- Screening decisions your team can explain, months later
FAQ
AI recruitment, answered
What is AI recruitment software?
Software that runs the repetitive parts of hiring end to end: finding candidates, screening them, assessing skills, conducting first-round interviews and ranking who is worth meeting. The agent does all of it against the role you defined, and hands your panel a shortlist with the evidence behind every score.
Can an AI actually screen candidates on a call?
Yes. The agent speaks to applicants on a phone call or over WhatsApp, whichever they answer, and asks the questions a recruiter asks on a first call: availability, compensation expectations, current location, and the must-have experience for the role. Candidates are told they are speaking to an AI screener, and the answers are scored against your criteria, not a keyword list.
How do the AI video interviews work?
You set the questions, the time limits and what a good answer looks like. Candidates get a link and answer on their own time and device, so no diary has to align for a first round. Every candidate is asked the same questions in the same order. The agent scores the answers on relevance to the requirement and clarity, quotes the line that earned each score, and sends your panel a scorecard with the recording and transcript attached. Integrity signals such as a switched tab or a second face on camera are flagged for a person to review, never auto-judged.
How does the agent rank candidates?
Every role gets a rubric built from its own must-haves and nice-to-haves. Each candidate is measured against that same rubric across their application, screening answers, assessment and interview, and every score points at the evidence that earned it. Gaps are flagged as questions to probe rather than reasons to disappear.
Does it reject anyone automatically?
No. The agent ranks, evidences and recommends. It never sends a rejection and never closes a candidate out. Your hiring panel makes every reject and every hire decision, and the rest of the pool stays available.
How do you handle bias and fairness?
Honestly: no software removes bias from hiring, and we will not claim it. What the agent does is apply one rubric to every candidate, show the evidence behind each score so a human can audit and overrule it, and log every decision. Consistency and visibility are what make bias findable.
Does it work with our ATS and calendars?
Yes. Shortlists, scores and interview notes are written back into your ATS, and interview slots sync with your team’s calendars with reminders to cut no-shows. Screening runs over phone, WhatsApp and email, and interviews over your existing video tools.
Can it find candidates we have already sourced?
Yes, and this is usually the fastest win. Most teams sit on thousands of profiles nobody can search. The agent scores your existing database against each new role and surfaces the people you already paid to find, before you spend on a new job posting.
How long does it take to implement?
Live in under a week. The setup is your roles and rubrics, your ATS connection and your screening questions, which is configuration rather than code. Nothing about how your panel interviews or decides has to change.
Start here
Book a free 20-minute hiring review
Tell us what you are hiring for, how many applications a role brings in, and how your team screens today. We’ll show you what the agent would surface from one of your own roles - the shortlist, the evidence behind it, and the interview hours it gives your panel back. No pitch, no rip-and-replace.
20 minutes · no pitch · you leave with a picture of your pipeline