JazzHR integration
JazzHR AI Phone Screening: Screen Candidates Before You Vote, Advance, or Reject
JazzHR's Talent Fit ranks resumes and Knockout Questions catch dealbreakers — but nothing in JazzHR talks to the candidate. Screened adds that conversation and produces the score, transcript, and recommendation. The JazzHR integration is available on request.
Where Screened fits in JazzHR
JazzHR positions itself as "The Best ATS for Small Businesses" and sits inside Employ Inc.'s portfolio alongside Jobvite and Lever.
Its own plan structure says a lot about who it's built for: the entry-level Hero plan caps an account at 3 active Jobs, while Plus jumps straight to 200 — there's no tier in between for a team running, say, 15 open reqs.
Most JazzHR accounts are lean HR or founder-led teams without a dedicated in-house recruiter, which is why the product leans on automation like Workflow Helpers and Knockout Questions rather than assuming a screening team reviews every application.
What Screened takes off your plate in JazzHR
Every applicant sits in New Workflow status when they apply. On a lean team that queue backs up fast — someone opens Candidate Quick Screen and hits Vote, Advance, or Reject off a resume skim alone, because there's rarely time to call every applicant before deciding who moves forward.
A Knockout Question can auto-reject someone who answers 'Are you authorized to work in the US?' wrong, but it can't follow up on 'Walk me through your last shift-lead role.' That still takes a human on the phone, usually squeezed in manually before a job stalls in New.
Talent Fit sorts applicants into Strong Fit, Good Fit, or Potential based on the resume alone — a recruiter still has to be the one who calls to confirm availability, salary expectations, or a licensing detail before booking time through Interview Guides.
Candidate Self-Scheduling lets someone pick a time off a recruiter's connected Calendly link once a human decides they're worth an interview — but JazzHR still needs that human to make the go/no-go call first. Nothing moves a candidate out of New and onto that scheduling link on its own.
How Screened works with JazzHR
As applicants land in New, Screened scores the resume 0-100 against the job's requirements and surfaces key qualifications, red flags, and years of experience — so whoever opens Candidate Quick Screen already has more than a resume to Vote, Advance, or Reject on.
Screened can then place an AI voice or text screening interview automatically — the same kind of hands-off step a Workflow Helper fires off inside JazzHR — and turns the conversation into a transcript, per-question scores, and a hire/no-hire recommendation before a recruiter has picked up the phone.
Those results — notes, a recommendation, and a results link — are ready in Screened before anyone records them on the Candidate Profile or sets the Workflow status, moving a strong candidate forward or into your Not Hired disposition. Writing them back as a note automatically is available on request.
For roles where a live interview still happens, Screened's transcript and score give interviewers that context before they fill out their own Poor/Acceptable/Strong ratings on JazzHR's Interview Guide and Candidate Scorecard.
Built around how JazzHR works
Screened fits the objects and stages your team already uses in JazzHR.
JazzHR calls its hiring pipeline a Workflow. Every applicant lands in New status the instant they apply, and a recruiter uses Candidate Quick Screen to Vote, Advance, or Reject them — Advance moves the candidate into the first active Workflow stage, Reject marks them Not Hired.
Application questions that auto-flag or auto-reject a candidate when they answer incorrectly (work authorization, a required license), routing them to a chosen Not Hired disposition before a recruiter ever opens the resume.
Employ's AI resume-matching feature, shared across JazzHR, Lever, and Jobvite once a JazzHR admin turns it on. It compares a resume to the job description and sorts the candidate into a tier — Strong Fit, Good Fit, or Potential — shown on the candidate list, with no interaction with the candidate.
Automation attached to one specific Workflow stage or disposition. It fires when a candidate enters that stage — sending an email or text, assigning a task, requesting an eSignature, or surfacing an Interview Guide — without a recruiter triggering it by hand.
A structured form that appears in the Candidate Profile for a scheduled interview, listing the questions to ask alongside a notes field and a Poor / Acceptable / Strong rating per answer for the interviewer to complete live.
JazzHR's standardized Evaluation tool — weighted criteria across skills, experience, and culture fit roll up into an auto-calculated score, so a hiring team can compare candidates side-by-side after interviews instead of relying on scattered notes.
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
Not natively. JazzHR's own AI feature, Talent Fit, ranks resumes against a job description into tiers — Strong Fit, Good Fit, or Potential — but it never calls, texts, or talks to a candidate. For an actual screening conversation, JazzHR customers add a tool like Screened, which conducts the interview and produces the transcript and score.
Talent Fit — Employ's AI matching feature shared across JazzHR, Lever, and Jobvite — only compares a resume to the job description and returns a fit tier (Strong Fit, Good Fit, or Potential); it never interacts with the candidate. Screened calls or texts the candidate directly, asks role-specific questions, and returns a transcript, per-question scores, and a hire/no-hire recommendation — the layer Talent Fit's tier can't produce.
Not exactly — they solve different problems. Knockout Questions auto-flag or auto-reject candidates based on a single application answer, like work authorization, before anyone reviews the resume. Screened's AI screening happens after that: a real conversation that can probe availability, salary expectations, or experience depth, then produces a hire/no-hire recommendation off what the candidate actually said.
It's often the team that benefits most. Hero accounts are capped at 3 active Jobs before extra postings cost roughly $9 per job per month, and that size of team is the least likely to have a dedicated recruiter or screener on staff — so getting every applicant phone-screened without adding headcount matters more, not less.
JazzHR 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 JazzHR. Open the Screened candidate profile to review activity, or export a CSV of the latest decisions. For hiring decisions made in JazzHR, 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 JazzHR
Screened handles resume scoring and first-round interviews alongside JazzHR. Talk to sales and we'll set up the integration with you.