Inbound applicant prioritization
Find the people worth speaking to first.
A remote SOC Analyst role received 1,253 applicants. Automated Recruiter helped narrow that to eight candidates worth recruiter attention. The highest-ranked candidate accepted the offer.
Turn your job intake into a consistent applicant review process.
Automated Recruiter uses your hiring-manager context, screening rules, and role requirements to score inbound applicants, alert you when someone is worth attention, and give you screening questions for the first call.
Founder-led outcome on a real role — decision support, not autonomous hiring.
Built by a Principal Recruiter · Not an ATS · Not sourcing software
How inbound prioritization works
From applicant pile to call list
Real funnel from a remote SOC Analyst role on Automated Recruiter.
One thousand two hundred fifty-three applicants applied. Three hundred eighty-two passed the skills screen. Two hundred sixty-two passed location match and were AI scored. Eight received recruiter notifications as Excellent Fits. The highest-ranked candidate accepted the offer.
Applied
1,253
applicants
Skills screen
382
passed · 871 filtered out
Location match
262
passed · 120 filtered out
AI scored
262
Recruiter notifications
8
Excellent Fit (85+) · worth calling first
Offer accepted
Highest-ranked applicant accepted the offer.
Highest-ranked applicant
What high volume actually looks like
A remote SOC Analyst / Intelligence Analyst role received 1,253 inbound applicants. Using hiring-manager context, skills and location screening, and role-specific scoring criteria, Automated Recruiter AI scored the pool and surfaced eight Excellent Fits (85+) through recruiter notifications. The highest-ranked candidate accepted the offer.
At high volume, the problem is not always finding more candidates. The problem is knowing who deserves attention first.
One founder-led role. Results vary by job, bar, and applicant pool.
Per open role
What you get for each job
AI-assisted job setup
Paste notes or chat — your job is ready in minutes
Share hiring-manager notes or a job description; the assistant builds your JD, scoring guide, and job workspace.
Per-job applicant workspace
Every applicant, organized by role
Each role has its own applicant list, resume view, scores, and assessments — sorted highest first.
Screening before scoring
Stop reviewing clear mismatches
Skills and location screening remove obvious non-fits before AI scoring runs on the remaining pool.
Scoring, questions, and alerts
Know who is worth speaking to
Custom scorecard per job; fit notes, risks, and screening questions; email when someone meets your threshold.
Stop starting every applicant review from zero.
Pick one open role you're actively filling, run the trial on real applicants, and see who rises to the top without manually reviewing every resume first. You'll get scored applicants, fit notes, risk signals, and interview questions built around the job. Up to 7 days or 50 assessments. Credit card required. Cancel anytime.