Resume Screening
Screening is where hiring quietly breaks. The req goes live, the applications pile up, and a recruiter juggling six other roles starts skimming for keywords because there is no time to do anything else. Good candidates with unusual backgrounds get dropped. Weak candidates who happened to mirror the job ad get advanced. By the time the hiring manager sees the shortlist, nobody can reconstruct why those particular eight names survived.
Skynet reads the whole pile with the same attention on résumé number three hundred as on number one. It works from the requirements you define — not a guess about what matters — and every ranking comes with the evidence behind it. The shortlist arrives as a proposal, not a verdict.
How it works
Define what good looks like
Before it reads anything, tell the agent what the role actually needs: must-have skills, nice-to-haves, the experience that counts and the experience that does not. Connect the job description and the profiles of people already doing the job well. That becomes the rubric.
Read every application
The agent works through the full pool from your ATS, pulling out relevant experience, scope, and skills from each résumé. Unusual formats, career changers, non-linear paths — it reads the substance rather than pattern-matching on job titles.
Rank with the reasoning attached
Each candidate comes back with a score against your rubric and a short explanation of why. Not a black-box number — the specific line in the résumé that earned it. You can disagree with any of them and see exactly where the agent went wrong.
Review and advance
The shortlist lands in Slack or wherever your team works. You skim, promote the ones worth a call, and push back on anything that looks off. The agent adjusts the rubric from your corrections and applies it to the next batch.
Build it from a prompt
Describe the role and the bar once, then run it as applications come in.
What you get back is a shortlist you can defend. Every name has a reason attached, the reasons are consistent across the whole pool, and the recruiter spends their hours on phone screens instead of scrolling. The candidates who deserve a second look get one, even when they arrived on day nine of a four-hundred-application week.