Job Application Screener
Evidence-linked summaries; recruiters make every decision.
Job Application Screener
HR & Recruiting
- RuleDone:
A new application arrives in your ATS.
- RuleDone:
It checks for an approved rubric, signed attestation, legal review and required notices.
- RuleDone:
It reads the resume and removes protected and personal details.
- RuleDone:
It finds quoted evidence for each criterion, with no score.
- PersonWaiting for approval:Waiting for a person
The recruiter reviews the card and accepts the private note.
- RuleNot started:
Weekly: a selection-rate export for HR and auditors.
For example: A 200-person services firm hiring an electrician gets 300 applications in Greenhouse.
Waiting for a person. Nothing has changed yet.
Always human-reviewed (regulated). A person decides. It never acts on its own.
What is Job Application Screener?
In shortJob Application Screener is an AI automation for HR & Recruiting teams that works with Gmail, Greenhouse, Lever, Outlook, Workable and Zoho Recruit. Summarises each application against your own job rubric with quoted evidence, so recruiters review faster. It never scores, ranks, rejects or advances anyone. It is built for head of talent / HR (signs the attestation), recruiters, hiring managers and HR admin.
Last reviewed
Key facts
- Department
- HR & Recruiting
- Starts when
- A new application is submitted in your ATS for a job with an approved rubric
- Works with
- Gmail, Greenhouse, Lever, Outlook, Workable, Zoho Recruit
- Run modes offered
- Shadow and Draft
- Human control
- Always human-reviewed (regulated)
- Status
- Available now
The problem today
Each role gets 100–1,000 applications. Recruiters skim CVs in 30–60 seconds each, inconsistently, and miss qualified people. Notes are not tied to the job requirements, so decisions are hard to explain later.
What it does
When a new application arrives for a job with an approved rubric, it reads the resume and removes names, contact details, age signals, school names and other protected details. It then finds evidence for each criterion (met, partly or not found) with quotes. A short neutral summary and phone-screen questions go on a review card for the job's recruiter, and if the recruiter accepts, a private note is added in the ATS. A weekly selection-rate export helps HR and an independent auditor check for adverse impact.
How does Job Application Screener work?
How it works- Rule you set
- AI step
- A person decides
- Step 1Rule
A new application arrives in your ATS.
- Step 2Rule
It checks for an approved rubric, signed attestation, legal review and required notices.
- Step 3Rule
It reads the resume and removes protected and personal details.
- Step 4Rule
It finds quoted evidence for each criterion, with no score.
- Step 5Person
The recruiter reviews the card and accepts the private note.
- Step 6Rule
Weekly: a selection-rate export for HR and auditors.
What you get
Key features- Status per criterion (met / partly / not found) with quotes; a missing must-have reads "not found in the documents: check in screen".
- Redacts name, contact details, age and graduation years, gender words, nationality, religion, caste, disability, health, school names and career-gap reasons.
- Rubric word list blocks "culture fit", "native speaker", "recent graduate" and similar criteria.
- A neutral banner for hidden or instruction-like text in a resume, never a negative mark.
- Jurisdiction notices (NYC, Colorado, Illinois, EU), including the NYC 10-business-day lead time.
- Four-fifths rule impact ratios per category; groups under 30 flagged as unreliable.
How much does it do on its own?
Run modesPick a mode to see what Job Application Screener would do at each step.
Every automation starts in Shadow. Move it up when you are ready, and back down at any time. How run modes work
Job Application Screener in Shadow
Runs on real data and shows what it would have done. No app is changed and no message is sent.
- Rule
A new application arrives in your ATS.
Watches for it
- Rule
It checks for an approved rubric, signed attestation, legal review and required notices.
Runs on real data, read only
- Rule
It reads the resume and removes protected and personal details.
Runs on real data, read only
- Rule
It finds quoted evidence for each criterion, with no score.
Runs on real data, read only
- Person
The recruiter reviews the card and accepts the private note.
Shown to you as a suggestion
- Rule
Weekly: a selection-rate export for HR and auditors.
Shown to you as a suggestion
Not offered: Assisted, Auto. Hiring and outbound calling: a person always decides.
Shadow vs Draft for Job Application Screener
Draft is the most it can do on its own, because Auto is not offered for it. Here is each step side by side.
| Step | Shadow | Draft |
|---|---|---|
| In short | Runs on real data and shows what it would have done. No app is changed and no message is sent. | Every action waits as an approval card you can approve, edit or reject. |
| Step 1A new application arrives in your ATS. | Watches for it | Prepares it |
| Step 2It checks for an approved rubric, signed attestation, legal review and required notices. | Runs on real data, read only | Prepares it |
| Step 3It reads the resume and removes protected and personal details. | Runs on real data, read only | Prepares it |
| Step 4It finds quoted evidence for each criterion, with no score. | Runs on real data, read only | Prepares it |
| Step 5The recruiter reviews the card and accepts the private note. | Shown to you as a suggestion | Waits as an approval card |
| Step 6Weekly: a selection-rate export for HR and auditors. | Shown to you as a suggestion | Only after you approve |
| True in every mode | Shadow and Draft only, forever. It never moves a stage, rejects, advances, archives or sends rejection emails, and its credentials cannot. | |
What it will never do on its own
Safety & human control- Shadow and Draft only, forever. It never moves a stage, rejects, advances, archives or sends rejection emails, and its credentials cannot.
- There is no overall score, rank, fit label or recommendation in the output.
- EEO self-ID data never reaches AI or recruiters; only group counts reach the export.
- What was sent to AI is scanned afterwards; any protected term voids the run and alerts ops and HR.
- Candidates who ask for accommodation or human-only review get no AI processing; raw resumes are never stored.
- You approve before it acts
- Your data stays yours
- It knows its limits
- Stop anytime
What will you see on your dashboard?
Results you can trackTargets are quality goals the automation is built to reach. Estimates are calculated from your own volumes.
- Target
Recruiter time per application (target: from ~8 minutes to under 3)
A goal it is built to reach
- Tracked
Time to first review
Measured on your own data
- Tracked
Applications held for notice or sent to manual review
Measured on your own data
- Target
Criterion agreement trend (target: ≥ 0.85 recruiter–rubric agreement)
A goal it is built to reach
- Tracked
Selection rates and impact ratios per category (HR-only view, never per candidate)
Measured on your own data
- Target
Evidence grounding (target: 100%)
A goal it is built to reach
- Target
Protected-term leaks (target: 0)
A goal it is built to reach
- Target
Counterfactual consistency (target: ≥ 98%)
A goal it is built to reach
- Target
Impact ratio on the test set (target: ≥ 0.80)
A goal it is built to reach
A 200-person services firm hiring an electrician gets 300 applications in Greenhouse. For each one, the recruiter sees "Licence: met" with the quoted line, "Commercial wiring: not found in the documents: check in screen", and three phone-screen questions. She makes every decision in Greenhouse herself.
Who is Job Application Screener for?
- Head of talent / HR (signs the attestation)
- Recruiters
- Hiring managers
- HR admin
Industries: Recruiting & staffing, Professional services, SaaS & tech, Manufacturing & distribution
Also useful for: Legal & Compliance
Connects to the apps you already use
Works withApp names are trademarks of their owners. Charviam connects to them; it is not a partner or reseller.
- Gmail(optional)
- Greenhouse
- Lever
- Outlook(optional)
- Workable
- Zoho Recruit
What do you need to set it up?
Setup- Sign the client attestation (six confirmations, renewed yearly) and record your counsel's review.
- Connect Greenhouse, Lever, Workable or Zoho Recruit (read + note only), plus a separate EEOC-only connection for the export (Greenhouse / Lever).
- Write and HR-approve a job-related rubric for each job.
- Choose jurisdictions, counsel-approved notice templates and the notice channel.
- Set retention (default 3 years) and audit categories; have a bias-audit plan (NYC: a named independent auditor).
Typical setup
- 01Connect your apps
- 02Configure the rules
- 03Run a watch-only trial
- 04Go live
Not included
- Rejecting, advancing, ranking, stage changes or rejection emails.
- Video, voice, facial or personality analysis, and social media scraping.
- Background checks and salary history.
Questions about Job Application Screener
FAQSee Job Application Screener on your own data
WalkthroughIt starts in Shadow, where it only watches and suggests, so nothing changes in your apps until you say so.