Sage HR integration
Sage HR AI Screening Tool for Recruiters
Screened scores every resume and can run the first-round interview as soon as an applicant lands in your Sage HR pipeline — before a recruiter opens the file — with the results ready in Screened so Sourcing-stage reviews and Scorecard evaluations start with data. The Sage HR integration is available on request.
Where Screened fits in Sage HR
Sage HR — the product Sage rebranded from CakeHR — is a modular, cloud HR platform built for small and midsize businesses, with most customers running under 250 employees and concentrated in IT services, construction, software, and health and wellness.
Its Recruitment module is a paid add-on that plugs into the same system used for leave, shift scheduling, and core employee records, rather than a standalone enterprise ATS, which is why it's usually run by an HR generalist or office manager handling hiring alongside payroll and time-off approvals rather than a dedicated recruiting team.
Inside Recruitment, teams publish positions to a career page, move applicants through a drag-and-drop pipeline built from Sourcing, Selection, and Offer categories, and rate them with Scorecards before a hire converts into a Sage HR employee record.
What Screened takes off your plate in Sage HR
A recruiter creates a position under a recruitment group, publishes it to that group's career page, and every applicant who applies through the position's unique application-page link drops into the pipeline — usually piling up in a Sourcing-category stage faster than anyone can open them.
Sage HR's pipeline is a drag-and-drop board built from pipeline categories — Sourcing, Selection, and Offer are the ones you can add custom stages to — and moving an applicant between stages can trigger a stage action like sending an email or firing off an interview invite. Deciding who's even worth dragging out of Sourcing is the slow part, since someone has to open each applicant profile and read the resume first.
Hiring managers rate applicants using Scorecards — custom sections and rated items configured in Recruitment settings and tied to specific pipeline stage actions. Scorecards work well for comparing people once they're in front of a human, but nothing populates them before that first read, so two recruiters can spend very different amounts of time on the same stack of resumes.
When someone doesn't move forward, Sage HR calls it a disqualification and sends a disqualification email built from a saved template. With a full Sourcing column, applicants who clearly don't meet a position's requirements often sit un-disqualified for days simply because no one has gotten to them yet.
How Screened works with Sage HR
An applicant lands in a Sage HR position's pipeline — typically in a Sourcing-category stage — and Screened scores their resume 0-100 against that position's requirements, flagging key qualifications, years of experience, and red flags before anyone opens the applicant profile.
For positions where a first conversation should happen before a recruiter gets involved, Screened runs an AI voice or text screening interview and produces a transcript, per-question scores, and a hire/no-hire recommendation.
The score, notes, results link, and recommendation are ready in Screened before anyone opens the applicant profile or fills out the Scorecard for that stage. Writing them back onto the applicant profile as a note automatically is available on request.
Recruiters use that score to decide who to drag into Selection or Offer and who to disqualify, and can hand interview scheduling to Screened once an applicant is worth moving forward — Sage HR's own Scorecards still capture the human evaluation once a candidate reaches a live interview.
Built around how Sage HR works
Screened fits the objects and stages your team already uses in Sage HR.
Sage HR's term for an open role. Created under a recruitment group, with its own pipeline, Scorecard, and career page settings.
The stage groups a Sage HR pipeline is built from — Sourcing, Selection, and Offer are the categories you can add custom stages to, and applicants move through them on a drag-and-drop board.
A set of custom sections and rated items that hiring managers or interviewers fill out on an applicant, attached to specific pipeline stage actions so evaluations happen at the right point in the process.
The record for a single candidate inside Recruitment — resume, activity Timeline, notes, and Scorecard results all live here.
The permission and organizational container a position belongs to; it controls which career page the position publishes to and who — hiring managers, interviewers, external recruiters — can see its applicants.
Sage HR's term for the rejection notice sent to an applicant removed from a pipeline, generated from a saved email template in Recruitment settings.
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 — Sage HR's Recruitment module gives you pipelines, Scorecards, and career pages, but scoring a resume against a position is a manual step someone does after opening the applicant profile. Screened adds the AI layer: it scores every applicant 0-100 against the position's requirements once they apply, before anyone on the hiring team opens their file.
Yes. Screened scores resumes as applicants arrive, so by the time a recruiter is deciding who to drag out of Sourcing into Selection, the score, flagged qualifications, and any red flags are already waiting in Screened.
Sage HR's interview scheduling syncs calendar invites to Outlook, Google, or iCal once you move a candidate to an interview stage — it doesn't conduct the interview itself. Screened runs the actual first-round conversation as an AI voice or text screening interview and delivers a transcript and hire/no-hire recommendation before a recruiter schedules the live interview in Sage HR.
Not on the Scorecard itself — Screened's score, notes, and recommendation are ready in Screened, to weigh alongside the Scorecard evaluations your hiring managers already fill out. It's a companion data point recruiters have going into a Scorecard review, not a replacement for the Scorecard, and writing it onto the applicant profile as a note automatically is available on request.
Sage HR 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 Sage HR. Open the Screened candidate profile to review activity, or export a CSV of the latest decisions. For hiring decisions made in Sage HR, 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 Sage HR
Screened handles resume scoring and first-round interviews alongside Sage HR. Talk to sales and we'll set up the integration with you.