d.vinci integration
d.vinci AI Resume Screening: Score Every Applicant Automatically
Screened scores every d.vinci applicant against your Hiring Request's requirements — plus a transcript and recommendation when voice or text screening is enabled — so your ABC-Rating and Vorauswahl start from real signal, not a skim. The d.vinci integration is available on request.
Where Screened fits in d.vinci
d.vinci is a German-built applicant tracking and onboarding platform used mainly by mid-market and enterprise employers across the DACH region — including healthcare, logistics, manufacturing, and financial-services organizations — that need multi-department hiring, works-council-friendly approval steps, and GDPR/ISO 27001-grade data handling.
Recruiting runs through d.vinci's own model: a department raises a Hiring Request, HR turns an approved one into a Job Opening, and every application becomes a Bewerberakte that picks up an ABC-Rating, comments, and a custom Status as it moves through the process.
d.vinci's own AI today covers job-ad text suggestions and a writing assistant for candidate messages — it stops short of scoring or summarizing resumes, which is the gap Screened is built to fill.
What Screened takes off your plate in d.vinci
Instead of the Fachbereich and HR each skimming CVs to sort a Job Opening's applicants into A/B/C by hand, Screened scores every application 0-100 against the linked Hiring Request's requirements and produces the score, years of experience, and red flags before anyone opens the file — so the ABC-Rating starts from a number, not a first impression.
d.vinci's Leitstand shows a recruiter where every application stands even while it's waiting on a Fachbereich decision. Because Screened already has a score and notes on each of those applicants, a recruiter checking the Leitstand can tell which pending files are worth a nudge and which are safely low-priority, without reading every CV.
For high-volume Job Openings, Screened calls or text-screens shortlisted candidates first; the transcript, per-question scores, and hire/no-hire recommendation are finished before a recruiter uses d.vinci's own scheduling to set the Vorstellungsgespräch, so the hiring manager has a screen to read rather than a CV to guess from.
Strong candidates who lose out on one Job Opening get saved to the Bewerberpool rather than closed out through the Sammelkorb. Because Screened keeps their score and notes on record, a recruiter reopening the pool for a new requisition can pull up a prior evaluation instead of working from a stale CV with no context.
How Screened works with d.vinci
A candidate applies to a d.vinci Job Opening, and Screened screens them against the linked Hiring Request's requirements.
Screened scores the candidate 0-100, extracts years of experience and red flags, and — where enabled — runs an AI voice or text screen that produces a transcript, per-question scores, and a hire/no-hire recommendation.
Results are ready in Screened as notes, attachments, and a results link before anyone updates that candidate's Bewerberakte — the applicant file and Leitstand overview recruiters and the Fachbereich already use. Writing them onto the Bewerberakte automatically is available on request.
Triggering one of your configured Status Transitions off a result — moving a clear non-fit to your rejection status, say — is available on request as well; today the recruiter makes that call themselves, from the finished score.
Built around how d.vinci works
Screened fits the objects and stages your team already uses in d.vinci.
A configurable form a department fills out to request a new hire; it can require a multi-step Genehmigungsprozess (approval process), often including works council sign-off, before HR turns it into a live Job Opening.
The actual requisition/job ad HR creates once a Hiring Request is approved, published via Multiposting to job boards and the career page.
The digital record for each candidate — submitted data, attachments, comments, and a full activity history — that recruiters and department stakeholders share instead of passing around CVs.
d.vinci's built-in quick categorization (A/B/C) that the Fachbereich, HR, and management use during Vorauswahl (pre-selection) to sort incoming applications.
Rather than one fixed pipeline, d.vinci admins define their own application statuses and which Statusübergänge (transitions) are allowed between them, so the legal next steps differ by company and role.
Where strong candidates who don't get the current Job Opening are saved for future roles, kept separate from outright rejections handled through the Sammelkorb (collective basket).
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
d.vinci's own AI features are limited to job-ad text/SEO suggestions and an AI writing assistant for candidate messages — there's no automatic scoring or summarizing of resumes. Sorting still runs on the ABC-Rating, filters, and labels your team applies by hand, which is exactly where Screened plugs in: it reads the application and produces a 0-100 score, extracted experience, and red flags before your team starts Vorauswahl.
You do it yourself today. Screened's score, notes, and recommendation are finished before anyone opens the Bewerberakte, and the recruiter makes the Status change from there. Writing the score back and triggering the specific Status Transitions you've already configured — moving an obvious non-fit straight to your rejection status, for example — is available on request.
In Screened. Score, key qualifications, red flags, and (for phone or text screens) a results link are held there against the candidate, and a recruiter carries them onto the Bewerberakte so the Fachbereich sees them in the applicant file and Leitstand overview they already check. Writing them onto the Bewerberakte automatically is available on request.
Yes — that's the usual order. Screened's AI voice or text screen runs on shortlisted candidates first, and the transcript, per-question scores, and hire/no-hire recommendation are finished before a recruiter uses d.vinci's own scheduling tool to set up the actual Vorstellungsgespräch with the hiring manager.
d.vinci 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.
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 d.vinci. Open the Screened candidate profile to review activity, or export a CSV of the latest decisions. For hiring decisions made in d.vinci, 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 d.vinci
Screened handles resume scoring and first-round interviews alongside d.vinci. Talk to sales and we'll set up the integration with you.