Recruitment Screening
Automatically screens CVs for required skills and experience. Matches candidates with vacancies and saves recruiters hours of manual selection.
At a glance
Up to 10 hours/week
time saving
Up to 7x within 3 months
expected ROI
Live in 2 weeks
from intake to production
GDPR-compliant
EU hosting & human-in-the-loop
Time savings and ROI are indicative and depend on your process, data and volume.
Before & after
From manual to automatic
CV screening is time-consuming with large applicant volumes
- Recruiters spend hours reading dozens of CVs per vacancy.
- Relevant candidates are missed because CV layout or wording differs.
- Inconsistent screening: one recruiter focuses on different criteria than another.
Automated matching with short-list for recruiters
- Extracts skills, experience, education and certifications from CVs (PDF, Word, LinkedIn).
- Matches candidates with job requirements and gives a match score per candidate.
- Generates a short-list of top candidates with justification for why they fit.
- All CV data is processed within the Netherlands and deleted after hiring process per GDPR.
Workflow
How it works
See how the agent moves through the process step by step — you stay in control of every decision.
Workflow in action
Recruitment Screening · Automated CV screening and candidate matching
Receive CV (email/ATS)
apiStep 1 of the automated process.
Extract data (skills, experience)
analysisStep 2 of the automated process.
Match with vacancy
dataStep 3 of the automated process.
Calculate score
outputStep 4 of the automated process.
Generate short-list
apiStep 5 of the automated process.
0
Steps completed
5
Total steps
What it delivers
Screen more candidates in less time without missing talent
The agent does the first screening and presents a justified short-list. Recruiters can focus on assessment and interviews of relevant candidates. The result: faster hiring without quality loss.
on initial CV screening
through objective matching
through faster screening phase
Figures are indicative and depend on your processes and volume.
Integrations
Works with your software
Works with ATS systems, email, LinkedIn and career sites for seamless candidate intake.
ATS & Recruitment
Job Boards
Email & Files
Background Check
Frequently asked questions
Don't we miss good candidates who phrase things differently?
The agent looks at synonyms and related skills (e.g. "JavaScript" = "JS", "project management" = "project leadership"). It screens on competencies, not just exact word matches. But a recruiter always does final review.
Can the agent also analyze cover letters and portfolios?
Yes, cover letters are scanned for relevant experience and enthusiasm. Portfolios (PDFs, links) can be added to the candidate profile. For creative roles this can weigh heavily in the score.
How objective is the matching and how do we avoid bias?
The agent matches purely on job requirements (skills, years experience) without demographic data like name, age, gender or photo. This reduces unconscious bias. We actively monitor if certain groups are disadvantaged.
Can we adjust matching criteria per vacancy?
Yes, you specify per vacancy which skills are must-have and which are nice-to-have. You can also set weights (e.g. experience 60%, education 40%). The agent adjusts score calculation accordingly.
What happens to CVs after screening?
Successful candidates are kept for 1 year for future vacancies (with permission). Rejected candidates are deleted after 4 weeks per GDPR. Candidates can always request deletion of their data.
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Get started with Recruitment Screening
Book a free 30-minute intake. We analyse your situation and put together a tailored proposal.