Polymer integration
Polymer AI Screening Tool for Resume and Phone Screening
Screened scores resumes and runs AI phone screens for candidates in your Polymer pipeline, then produces the score, transcript, and recommendation for each Job Application. The Polymer integration is available on request.
Where Screened fits in Polymer
Polymer is a lightweight applicant tracking system aimed at startups, scale-ups, and other high-growth teams, with its own marketing specifically naming crypto/web3, fintech, greentech, legal, healthcare, and real estate companies as target users.
Recruiters publish roles to a branded, hosted job board that's live when they sign up, which syndicates automatically to Google for Jobs, LinkedIn's free Limited Listings, and X Hiring (beta), then track applicants through custom Hiring Stages, post Reviews, and fire template-based Stage Automations.
What Polymer doesn't do natively is score resumes or run screening calls — that's the gap Screened fills for teams already living inside Polymer's pipeline.
What Screened takes off your plate in Polymer
A single posting on your Polymer job board — syndicated automatically to Google for Jobs, LinkedIn's Limited Listings, and X Hiring — can land dozens of Job Applications in whatever you've named your intake stage (Applied, New, Inbox) by the next morning. Screened scores each resume 0-100 against the role's requirements as applications arrive, so the recruiter starting at 9am works a ranked queue instead of an unsorted pile to triage by hand.
Polymer's own feature set covers hiring stages, messaging, and Reviews, but there's no native calling, voice screening, or interview calendar — anything past 'let's move forward' means switching to another tool.
Screened runs the AI phone or text screen, produces the transcript, per-question scores, and a hire/no-hire recommendation, then books the next interview automatically, so the loop from application to scheduled interview closes without a recruiter driving each step.
Polymer's Starter plan caps out at 5 users and 5 published jobs for $124/month — exactly the size of team with no dedicated screener on staff. Screened absorbs that first read, so the 5 people on that plan spend their Polymer logins reviewing a shortlist and advancing finalists through Hiring Stages instead of opening every application that comes in.
Screened doesn't move candidates in Polymer today — Polymer is available on request. Stage Automations fire on the move itself, so a recruiter acting on a Screened result and dragging the Job Application into Phone Screen still triggers the template email already set up for that stage, with nothing to rebuild.
How Screened works with Polymer
Screened scores every new Job Application in your intake Hiring Stage (Applied, New, Inbox — whatever you've named it) 0-100 against the role's requirements, flagging missing must-haves and years of experience before a recruiter opens Polymer.
For roles that need a conversation, Screened runs the AI phone or text screen and then handles booking the next interview — two steps Polymer's own feature set doesn't cover.
The score, recommendation, and results link are ready in Screened before anyone posts them on the Job Application or moves it to the next Hiring Stage. Writing them back as a Review automatically is available on request.
Built around how Polymer works
Screened fits the objects and stages your team already uses in Polymer.
Polymer's object for one candidate's application to one specific job — distinct from the Candidate record itself. The same person can hold multiple Job Applications, one per role they've applied to, each moving through its own Hiring Stage independently.
Polymer's term for a pipeline column (Applied, Phone Screen, Interview, Offer, etc.), fully custom per job. The API exposes it directly on the Job Application object as hiring_stage_id, hiring_stage_name, current_hiring_stage, and next_hiring_stage.
A rating a teammate posts to a candidate's Activity Feed. Unlike a plain comment, a Review carries a final score pulled from a fixed scale: strong_yes, weak_yes, weak_no, strong_no, or no_rating.
A template-based email that fires automatically when a Job Application is moved into a given Hiring Stage. Polymer's move_stage API call accepts a skip_message_automations flag, so an integration can move a candidate without triggering that email when needed.
How Polymer handles candidates you're passing on — a dedicated archive endpoint moves a Job Application to an Archived stage rather than deleting it, and can still fire that stage's automations.
Polymer's own hosted careers page, created automatically when you sign up. It syndicates postings to Google for Jobs, LinkedIn (via LinkedIn's free Limited Listings), and X Hiring (launched in beta), without a separate job-board subscription.
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. Polymer's own feature set is hiring stages, candidate Reviews, Stage Automations, and a job board — there's no resume-scoring layer. Screened adds that piece: it scores every incoming resume 0-100 against your job's requirements and produces the result for that Job Application.
Screened scores each Job Application as it lands in your intake Hiring Stage (whatever you've named it — Applied, New, Inbox), so instead of an unsorted queue you get a ranked list with red flags and years of experience already called out.
Yes — Polymer doesn't include calling or voice screening in its own product. Screened places the AI phone screen (or a text-based screen) and produces the transcript, per-question scores, and a hire/no-hire recommendation, ready for whoever works the Job Application. Your pipeline stays in Polymer.
Neither today — Polymer is available on request, so the recommendation is held in Screened. A recruiter posting it as a Review rather than a plain comment gets Polymer's own rating scale (strong_yes, weak_yes, weak_no, strong_no) attached to it in the Activity Feed, the same way a hiring manager's manual review reads.
Polymer 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 Polymer. Open the Screened candidate profile to review activity, or export a CSV of the latest decisions. For hiring decisions made in Polymer, 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 Polymer
Screened handles resume scoring and first-round interviews alongside Polymer. Talk to sales and we'll set up the integration with you.