Features
A job workspace that handles the repetitive screening work.
Recruiters should not have to change their whole workflow just to use AI. Start with the notes you already have — intake call notes, rough bullets, a job description draft, or a conversation with your AI recruiting assistant. Tell it who the hiring manager will actually interview, and the rubric reflects that. Automated Recruiter builds a workspace per role, filters obvious non-matches, scores the rest on a role-specific rubric, and notifies you when someone is worth a call.
AI recruiting assistant
Tell it who will get the job — it builds the rubric from that.
Start with anything you already have: an intake call transcript, hiring manager notes, a job description draft, or rough bullets. Include the real criteria — true must-haves, nice-to-haves, soft skills, tenure expectations, company background, industry fit. You do not need to format anything.
Your AI recruiting assistant asks a few focused questions, then builds a polished job description and a role-specific rubric based on who the hiring manager will actually interview — not just the skills listed in the public posting. For broader roles, that rubric can include differentiators like career trajectory, industry relevance, and evidence of real outcomes alongside skills.
What it creates for each job
Professional job description
A polished posting you can use to attract the right applicants.
Applicant collection
A job-specific application address you can post anywhere so applicants from every source flow into that job's tracking page.
Custom filters
Keyword and location rules that remove obvious mismatches before scoring.
Role-specific rubric
A 100-point scorecard built from the real hiring criteria you provided — skills, soft skills, career trajectory, industry fit, and more — plus tailored interview questions.
Filtering before review
Spend less time on applicants who clearly do not fit.
Automated Recruiter runs keyword and location filters before rubric scoring, so you spend less time on applicants who clearly do not match the role.
Keyword filters are intentionally high level: they catch obvious mismatches, like an auto mechanic applying to a mechanical engineer role, before deeper assessment work begins.
These filters are designed to protect both your time and your budget by keeping obvious mismatches from moving into deeper assessment. If you want a hard ceiling on spend, you can also set a monthly overage cap so scoring pauses before charges climb further.
Onsite and hybrid radius rules
Use radius searches across many ZIP codes or office locations when a role depends on commute distance.
Remote country, state, and timezone rules
Limit remote applicants to specific countries, states, provinces, timezones, or combinations of each.
Combined location filters
Stack filters together — for example, allow Canada or the United States while limiting applicants to Pacific or Mountain time zones.
Offshore and international searches
Include multiple target countries or exclude your home country when the role is intentionally offshore.
Candidate scoring
Score qualified applicants against what each job actually needs.
Once applicants pass keyword and location filtering, they are assessed against a role-specific 100-point rubric built from what you told the AI recruiting assistant about the role — not a generic skill match. The rubric can include hard skills, soft skills, career trajectory, industry relevance, company environment fit, and evidence of real outcomes. The assessment explains fit, gaps, risks, and work-history signals that help you decide who is worth speaking to.
Score levels
70-84 is a Good Fit. 85+ is an Excellent Fit. You choose which score levels should trigger notification.
Risk signals
The assessment can call out missing experience, employment gaps, multiple short job stints, and other signals worth probing.
Condensed rubric example
Quality Control Technician
Inspection and metrology depth
28/30
Strong evidence using calipers, micrometers, CMM checks, and inspection documentation.
GD&T and drawing interpretation
18/20
Resume shows tolerance checks and reading mechanical drawings in production environments.
Reliability and work history
14/15
Stable tenure with no obvious employment gaps or repeated short stints.
Assessment email
When someone meets your desired score level, you receive an email that specifies the job they applied to and includes their name, contact details, attached resume, score, tier, fit notes, risks, and screening questions — so you can see strong applicants in near real-time.
Screening questions
Ask stronger first-call questions, even outside your skill set.
For applicants who meet your desired score, Automated Recruiter generates questions specific to the person and the job, along with hints that help you recognize a strong answer.
That gives you more confidence before you interview someone yourself or present them to a hiring manager.
Condensed example
Quality Control Technician
Screening question
Can you walk me through how you verified part measurements and what tools you used?
What a strong answer should include
Specific metrology tools, how tolerances were checked, how drawings were interpreted, and what happened when parts were out of spec.
Per-job tracking page
Every job has its own applicant tracking page.
Each role gets a dedicated page where you can read resumes inline, see the full AI assessment for every scored applicant, check how applicants are moving through the screening and assessment process, and filter down to exactly the group you need to act on right now.
Open and close roles in real time, review every applicant, and decide what to do when someone's location cannot be confirmed automatically — all in one place.
What you see for each job
Applicants sorted by score
The strongest candidates appear first. Every applicant is listed with their pipeline status, score once assessed, and a direct link to their resume and AI assessment.
Resumes, read inline
Open and read every applicant's resume without downloading it or leaving the page. Every resume is also available for download.
Full AI assessment
For each scored applicant: a 100-point score broken down by rubric category, written strengths, risk signals, and red flags that help you decide who is worth a first call.
Tailored screening questions
Interview questions specific to the person and the role, with hints that help you recognize a strong answer — ready before you pick up the phone.
Applicant progress
Live counts showing how many people applied, passed your filters, are waiting on a decision, were scored, and triggered notification emails — so you can see at a glance whether the role is working.
Status tabs
Filter to Scored, Needs Review, Notified, or Rejected so you only see the group that matches the decision you need to make right now.
Want to see the rubric in action?
The fastest way to understand the rubric is to run it on a role you're already hiring for. Start a free trial, create your first job, and let Automated Recruiter build the scorecard, filter obvious mismatches, score qualified applicants, and give you better first-call questions before you ever pick up the phone. Credit card required. Cancel anytime.