Service
Candidate sourcing and screening automation
A shortlist with reasons, not a folder of CVs.
Screening is the part of hiring that scales badly. Sourcing produces volume, and volume produces a queue nobody clears, so good candidates go cold while somebody reads the hundredth CV.
We automate the reading, not the deciding: candidates matched against the brief, screened on your explicit criteria, and delivered as a ranked shortlist where every ranking says why. Rejections are always a human decision.
- Sources
- Professional networks · Job boards · Your ATS
- Brief
- Explicit must-have and nice-to-have criteria
- Screening
- CV and profile against the brief, with reasons
- Output
- Ranked shortlist with per-criterion assessment
- Rejections
- Always a human decision, never automatic
- Bias controls
- Criteria fixed in advance and logged per decision
- ATS
- Write-back where the ATS has an API
- Reporting
- Pipeline volume, pass rate, and time to shortlist
How it runs
Every stage, in order.
Each stage produces something the next one needs. Where a stage can fail, it fails visibly rather than passing bad data forward.
- 01
Brief
Must-haves and nice-to-haves are written down explicitly before anything runs.
- 02
Source
Candidates are gathered from the networks and boards that carry your market.
- 03
Screen
Each profile is assessed against each criterion, with the reasoning recorded.
- 04
Rank
A shortlist is produced with scores that a recruiter can argue with.
- 05
Decide
Advancing and rejecting stay with your team. The system never rejects anybody.
Deliverables
What you get.
Written into the scope document before work starts, and used as the acceptance test when it finishes.
- 01Sourcing against a live brief across the boards that carry your market
- 02Screening on explicit criteria agreed before the run
- 03Ranked shortlist with per-criterion reasoning
- 04Full audit trail of every assessment
- 05Write-back into your ATS
- 06Pipeline and time-to-shortlist reporting
Questions
Asked before.
Does the system reject candidates?
No. It ranks and explains; a person decides. Automated rejection is a legal and ethical risk we are not willing to build for you.
How do you handle bias?
Criteria are fixed before the run, assessed per criterion, and logged per candidate, so decisions are auditable. That is a control, not a guarantee, and we say so.
Can it write into our ATS?
Yes, where the ATS has an API, with the assessment attached to the candidate record.
Also in Automation
Next step
Scope it before you commit to it.
The first step is a short written scope: fields, volume, schedule, delivery, and acceptance criteria. It is quick, it is concrete, and it tells you whether this is worth doing at all.