ClayHR integration
ClayHR AI Screening: Score Resumes and Run Screening Interviews Automatically
Screened scores every resume in a Position's Applicants tab and runs the AI voice or text screening interview ClayHR can't. The ClayHR integration is available on request.
Where Screened fits in ClayHR
ClayHR (formerly BizMerlinHR) is a cloud HCM/HRMS platform that covers the full employee lifecycle — recruiting, onboarding, performance, talent management, time & attendance, and benefits — rather than a standalone ATS.
Its Applicant Tracking System is one module inside that broader suite, used by lean HR and TA teams at small-to-mid-sized, often fast-growing organizations across sectors like technology, financial services, education, government, and healthcare.
Recruiters work inside ClayHR's "Hiring" menu — Positions, Applicants, Offer Letters — using the same login they use for the rest of HR, rather than a dedicated recruiting-only tool.
What Screened takes off your plate in ClayHR
Once a Position clears Position Approvals and is set to Published Internally or Publicly, applicants start stacking up in that Position's Applicants tab in application order. Screened scores each resume 0-100 against the Position's own requirements and surfaces red flags and years-of-experience gaps before a recruiter opens the tab, so they already know who's worth reading first instead of working the queue in apply-date order.
ClayHR's own AI stops at the Candidate Position Match Score — an algorithmic comparison of the candidate summary to the Position's description and required skills. Screened goes a step further and conducts the actual AI phone or text screening interview for candidates who clear that bar, producing a transcript, per-question scores, and a hire/no-hire recommendation.
Setting up an interview in ClayHR means opening a candidate's Position tab, clicking Schedule Interview, and filling in a pop-up form by hand — there's no self-scheduling link, so the recruiter is the bottleneck for every candidate who passes screening.
Screened automates the coordination for the live interview that follows the AI screen; once that time is recorded in ClayHR it shows up in the Event Status column on that Position tab and in the interviewer's own My Assignment list, so nothing about ClayHR's existing visibility changes.
Because Funnel Automations only fire when a candidate is actually moved into a stage, whoever clicks a candidate from New into 1st Round is making that call manually. Screened has the score, results link, and recommendation ready first, so that stage change reflects the AI screen instead of a bare resume.
How Screened works with ClayHR
A candidate applies to a Position that's Published Internally or Publicly and lands in that Position's Applicants tab; Screened scores that resume against the Position's own requirements, producing a 0-100 score with extracted qualifications, red flags, and years of experience — deeper than ClayHR's built-in Candidate Position Match Score.
Candidates who clear your bar get an AI voice or text screening interview automatically, since ClayHR's own screening stops at the resume-match step; Screened returns a transcript, per-question scores, and a hire/no-hire recommendation.
Screened coordinates scheduling for the live interview that follows, closing the gap left by ClayHR's manual Schedule Interview form, which has no self-scheduling link.
Scores, transcripts, notes, and recommendations are ready in Screened before anyone advances the Candidate Funnel. Syncing those results onto the ClayHR profile is available on request.
Built around how ClayHR works
Screened fits the objects and stages your team already uses in ClayHR.
ClayHR's term for a job requisition. Before it can accept applicants, a Position must clear a Position Approval flow (Position Hiring Manager, Position Recruiter, and Position Org Unit Head act as approvers) and be set to Published Internally or Published Publicly.
ClayHR's name for the configurable pipeline of stages a Position uses — for example New, 1st Round, 2nd Round, Offer Sent, Offer Accepted, Hired. Every Position is linked to one funnel, and teams can build different funnels for different role types.
A rule that fires only when a candidate is moved into a specific funnel stage (skipped stages don't trigger it) — used to send emails, kick off background or reference checks, or call out to connected systems.
ClayHR's built-in algorithmic score comparing a candidate's profile summary against a Position's title, description, responsibilities, and required skills; it appears on the Candidate Profile's Positions tab and the Position's Applicants tab.
The tab on each Position record listing every candidate who has applied to that specific opening — the primary place recruiters and hiring managers review who's in the pipeline.
The scorecard-style tool linked to a Position from its Edit Position page; interviewers rate candidates on defined metrics using a chosen scale and add comments, producing a final assessment.
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
Both. Screened scores the resume when the candidate lands in a Position's Applicants tab — so whoever advances them along the Candidate Funnel (from New to 1st Round, for example) is doing it with AI screening data in hand, not just a resume.
ClayHR's match score is an algorithmic comparison of a candidate's profile summary to a Position's description and required skills — essentially a resume-to-job-description check. Screened produces its own 0-100 score plus extracted red flags and years of experience, then goes further by running an actual AI voice or text screening interview with a transcript and hire/no-hire recommendation, which ClayHR doesn't do natively.
Yes. ClayHR's interview step is a recruiter filling out a pop-up form on the candidate's Position tab and emailing the interviewer manually. Screened automates the back-and-forth of coordinating a time for the live interview that follows the AI screen, so recruiters aren't manually chasing availability for every candidate who passes screening.
ClayHR is available on request. Just ask us about it when you talk to sales. Screening itself needs no developer work, no custom API project, and nothing to install on your side.
Yes. ClayHR lets external recruiters add and manage candidates for the Positions they're granted access to, alongside your own applicants. Screened screens every candidate that lands in a Position's Applicants tab the same way regardless of source, so agency submissions and direct applicants get comparable scores instead of an agency's own unscored shortlist.
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 ClayHR. Open the Screened candidate profile to review activity, or export a CSV of the latest decisions. For hiring decisions made in ClayHR, 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.
Use Screened with ClayHR
Screened handles resume scoring and first-round interviews alongside ClayHR. Talk to sales and we'll set up the integration with you.