Applicant screening
Strong candidates hear from you the same day, and you read a handful of three-line summaries instead of every application.
Hours back
4 hrs per role
How it runs
What we build, step by step.
This is the usual shape. Yours gets built around how your team actually does the job.
- 01
A written checklist for the role
Agreed with you once: the must-haves (a licence, a clean driving record, years in the trade), the nice-to-haves, and the things that rule someone out.
- 02
Applications read as they arrive
Each application is checked against the checklist, and every score quotes the line from the application behind it.
- 03
A few screening questions by text
Short, practical questions tied to the checklist, like a scenario from a real job, sent to anyone who looks promising.
- 04
Sorted into three piles
Call now, maybe, and not a fit, with a three-line summary for each strong candidate.
- 05
Polite replies to everyone
Once you've confirmed the not-a-fit pile, each person gets a courteous reply instead of silence.
Shown with software we see a lot. If your team uses something else, we build it into that instead.
Built for your business
Same job, different business. We build yours.
Two firms in the same trade rarely run a job the same way. Different software, different steps, different people signing off. We build it for your business, around how your team actually does the job.
Your steps
Built around the order your team already works in, odd exceptions included.
Your software
Runs inside the tools you already pay for, set up the way you use them.
Your rules
Your wording, your limits, your sign-offs. Nothing generic goes out in your name.
You sign off
Your team keeps the final say.
Nobody is turned down without a person confirming it. The checklist is a strong first sort, not a verdict, and you make every interview and hiring decision.
What it's worth
What those hours add up to.
4 hrs per role
Typical, not promised.
Before and after
The job, before and after.
How it runs today
A hundred applications arrive and you read them in the evening. The first ten get a careful look and the last forty get a skim. Good candidates wait a week for a reply and take another job. Nobody tells the rest they weren't picked.
What we build
- A written checklist for the role
- Applications read as they arrive
- A few screening questions by text
- Sorted into three piles
- Polite replies to everyone
A month in
Around 4 hours saved per role. Strong candidates hear back the same day instead of a week later, you read summaries instead of a hundred applications, and every applicant gets an answer.
The checklist does the work
A vague checklist gives vague sorting. Three to five must-haves, a few nice-to-haves, and two or three things that rule someone out is plenty. Expect to change it after the first round, once you see who it let through or screened out.
It shows its working
Every score quotes the line from the application that backs it up. If it can't point to the line, the score is treated as unverified. That's how you catch the odd mix-up, like two applicants with the same name.
We also review the sorting with you on a schedule, looking for patterns that track something other than ability to do the job, and adjust the checklist if one shows up.
FAQ
Can applicant screening check a licence is real?
Partly. Screening checks the licence number format and, where the licensing body offers a public lookup, flags anything that doesn't match. A person still confirms before an offer.
Can applicant screening mark practical skills tests?
Yes, if you use a written test or a short task. Answers are marked against your own marking guide, with the reasoning shown, for you to check.
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Thirty minutes on applicant screening. We build its elf with you, live, and you keep it.