Workday integration
AI Screening for Workday Recruiting
Screened scores resumes and runs AI phone or text screening at the candidate stage your requisition uses for Review or Screen, then writes the score, results link, and recommendation onto the candidate profile in your Workday pipeline.
Where Screened fits in Workday
Workday is the cloud Human Capital Management suite that more than 11,500 organizations, including a majority of the Fortune 500, run their entire employee lifecycle on - Workday Recruiting sits alongside payroll, benefits, and talent management rather than existing as a separate product.
Because Recruiting lives inside that same system of record, every job requisition, candidate stage, and hiring approval runs through Workday's own Business Process and Inbox framework instead of a bolt-on ATS.
The recruiters and hiring managers using it tend to sit in large-enterprise, higher-education, healthcare, or public-sector TA teams managing high requisition volume across Supervisory Organizations, with more approval-chain and compliance overhead - disposition reasons, background-check business processes - than a lean startup ATS requires.
What Screened takes off your plate in Workday
When a candidate lands in your requisition's Screen stage, Screened scores the resume and, if you've turned on voice or text screening, runs the AI interview - then writes the score, red flags, and a results link onto the candidate's profile so the Primary Recruiter can act from the same pipeline view used for every other requisition, instead of toggling to a separate screening tool.
Standard and Evergreen requisitions can pull hundreds of applicants into Review at once. Screened scores every resume 0-100 against that requisition's stated qualifications once the application lands, so a recruiter opens Review already knowing who's worth a Screen-stage call and who to decline with a disposition reason - on top of whatever HiredScore ranking Workday already surfaces.
A hiring manager mostly experiences a requisition through Inbox tasks and interview-feedback screens, not a screening dashboard. Screened's per-question phone or text screening scores and hire/no-hire recommendation land as a compact result report on the candidate profile, so whoever opens a Move Forward or interview-feedback task sees the screening outcome without chasing the recruiter for a summary.
Workday handles self-scheduling well once a candidate reaches the Interview stage, but nothing native automates booking the earlier phone or text screen. Screened schedules that first screening conversation, runs it, and scores it, so candidates only hit Workday's self-scheduling after they've cleared the Screen stage.
How Screened works with Workday
Connecting Workday to Screened takes a few clicks: you authorize the connection from your Workday account, your open jobs and candidates flow into Screened, and every screening result flows back to Workday — no engineering, no CSV exports, no custom build.
When a candidate enters the Review or Screen candidate stage on a requisition, Screened scores the resume 0-100 against that requisition's qualifications and, if voice or text screening is enabled, places the AI phone or text interview and scores each answer.
The resume score, extracted qualifications, red flags, results link, and hire/no-hire recommendation write back onto the candidate's profile, and the candidate's stage/status updates so the pipeline shows what happened.
Recruiters and hiring managers keep working the requisition the same way they always have - Move Forward, disposition, Inbox tasks - except Screened's screening result is already sitting on the candidate before they have to decide.
Built around how Workday works
Screened fits the objects and stages your team already uses in Workday.
Workday's record for an open role, created under a Supervisory Organization and routed through an approval Business Process - the container every candidate stage, applicant, and reporting metric attaches to.
Up to seven configurable stages a requisition's pipeline moves candidates through - commonly Review, Screen, Assessment, Interview, Reference Check, Offer, and Background Check.
The recruiter role assigned to a requisition who owns its routing; leave it unassigned and Workday's inbox tasks for that req won't route to anyone.
The reason code a recruiter records whenever a candidate is declined at any stage - Workday requires one on every applicant to a filled requisition for hiring-process reporting.
The action item Workday routes to a recruiter or hiring manager - Move Forward, Schedule Interview, Review and Approve Offer - whenever a step in a Business Process needs a decision.
Workday's own native AI (from its HiredScore acquisition) that grades and ranks applicants against a requisition and resurfaces past 'silver medalist' candidates - focused on resume and skills matching, not on running live screening interviews.
Review candidate fit and authenticity
Bring screening assessments and potential authenticity concerns into your team’s review. Use the written findings to decide where a closer look is needed.
Common questions
No, they do different jobs. HiredScore grades and ranks applicants already sitting in your requisition and resurfaces past 'silver medalist' candidates; Screened adds a 0-100 resume score against your specific job requirements plus an AI phone or text screening interview with a transcript and per-question scores, then writes that output onto the same candidate profile HiredScore's ranking already lives on.
Screened syncs the score, results link, and hire/no-hire recommendation back to the candidate profile and updates stage/status information, but a recruiter still clicks Move Forward or records the disposition themselves - that action stays tied to your requisition's Business Process and approval routing.
You link your Workday account to Screened directly — authorize it once and jobs, candidates, and screening results sync between the two. No developer work, no custom API project, and nothing to install. Screening scores, result reports, and status updates post back onto the candidate in Workday automatically.
Most teams run it at Review or Screen, whichever of the requisition's configured candidate stages handles initial resume and phone/text screening, so candidates only reach the Interview stage once Screened's score and screening call are already on file.
Yes - the score, red flags, results link, and recommendation sync onto the candidate profile, so a hiring manager opening a Move Forward or interview-feedback Inbox task sees the screening outcome alongside everything else on that candidate, with no separate report needed from the recruiter.
Screened highlights potential concerns in resumes and checks interview answers against the job requirements. Your team can review the written reasons and interview transcript, then ask follow-up questions about experience that needs clarification.
Screened keeps assessments and written reasons for candidates screened through Workday. Open the Screened candidate profile to review activity, or export a CSV of the latest decisions. For hiring decisions made in Workday, use its own records. See the screening records guide.
More on how Screened works with your ATS, or see the ATS integrations we build natively.
Connect Workday to Screened
Link your Workday account in a few clicks and let Screened handle resume scoring and first-round interviews.