Recruiting Screener
Runs the top of the funnel end to end — source, screen, schedule — and reports time-to-shortlist weekly against the bar you set.
What it watches
New applications against an open requisition
What it does
Sources against the JD, screens every applicant against your bar, and schedules the ones who clear it directly onto the interviewer's calendar
When it asks a human first
Every advance decision is yours — the agent ranks and recommends, but who moves to interview is a human call every time.
How it works
- 1Sources against the JD
Actively sources candidates matching the requisition, not just waiting on inbound applications.
- 2Screens every applicant
Reads every application and sourced profile against your bar — experience, must-haves, deal-breakers — consistently, not fatigued by volume.
- 3Ranks and explains
Produces a ranked shortlist with the reasoning behind each ranking, so you're reviewing judgment you can check, not a black box.
- 4Schedules the advance
Books interviews directly onto the interviewer's calendar for anyone who clears your bar — no back-and-forth on availability.
- 5Reports the funnel weekly
Time-to-shortlist and funnel counts land weekly, so a stalled requisition is visible before it becomes a hiring-manager complaint.
What triggers it
- · A new application arrives against an open requisition
- · A sourced candidate matches the JD above your bar
- · A screened candidate clears your advancement criteria
- · An interviewer's calendar has an open slot to fill
What you get
- · A ranked shortlist against the JD, with reasoning attached
- · A scheduled interview on the right interviewer's calendar
- · A rejection note sent to candidates who don't advance
- · A weekly report — applications, shortlisted, scheduled, time-to-shortlist
Not the right fit if
Not for one-off, single-hire searches — the setup cost pays off on recurring or high-volume hiring, not a single requisition, and a founder can screen a handful of applicants by hand faster than onboarding an agent for it.
The math
At ~250 applications/mo × 12 min, that is roughly 50 h/mo — an estimate, not a guarantee.
Frequently asked
It sends the rejection note once you've made the call, or once a candidate is clearly outside the requisition's must-haves — the advance decision itself is always yours.
Greenhouse is the primary integration; other ATS platforms are scoped case by case at setup.
No — it screens and schedules. Interviewing is a human judgment call, not something this agent does.
It screens against the criteria you define explicitly and shows its reasoning per candidate, so the bar is auditable rather than implicit.
Ready to put recruiting screener to work?
Tell us about your setup and we'll confirm it fits within 48 hours.