# Screened — Full Content for LLMs

> Screened is an AI candidate screening platform. It reads every resume, phone- and text-screens your best candidates with an AI recruiter (Ryan), and ranks them in your ATS with scores and summaries — so hiring teams interview the right people instead of spending 23 hours a week screening.

Last updated: 2026-09-03
Source: https://screened.io
Curated index: https://screened.io/llms.txt

## What is AI candidate screening?

AI candidate screening is the automated evaluation of job applicants before a human recruiter gets involved. It covers two jobs: scoring every resume against a role's actual requirements, and running the first-round phone or text interview. The output is a ranked shortlist with scores, transcripts, and evidence for each decision.

The problem it solves is volume. A single role can attract 500 applications of which roughly a dozen are genuinely qualified. The average recruiter spends 23 hours per week just screening, and around 15 hours per week on screening calls alone. Manual screening at that volume is slow, inconsistent between reviewers, and the bottleneck on time-to-hire.

## What Screened does

Screened runs the whole screening stage end to end, in three steps:

1. **Reads every resume.** Screened evaluates each application against your job requirements — technical skills, experience, salary range, work authorization, availability — and scores it. Nothing is sampled or skipped.
2. **Phone- or text-screens your top candidates.** An AI recruiter (named Ryan) conducts the first-round interview, asks your questions, and follows up on vague answers. You get a transcript with per-question scores.
3. **Updates your ATS.** Screened candidates appear in your ATS with scores and summaries, so you know exactly who to interview first.

Screened is built for recruiters, hiring managers, and founders — particularly teams doing high-volume hiring, technical hiring, or remote hiring across time zones. Candidates are informed before every AI call and can opt out at any time.

Screened does not auto-advance candidates by default. Stage automation is opt-in; with it off, a human decides who proceeds.

## Product

### AI resume screening

Screened scores and ranks every candidate against your job requirements in seconds. Instead of manually reviewing 500 applications, you see a ranked list of candidates who actually meet your needs. Scoring is criteria-based and customizable per role, so every candidate is evaluated on clear, job-relevant standards rather than intuition. Included volume starts at 1,000 resume screens per month.

### AI phone screening

An AI recruiter phone-interviews every qualified candidate, asks your custom questions, probes for real answers instead of accepting vague ones, and delivers scored results to your ATS. There is no scheduling overhead: candidates self-schedule in their own time zone and Ryan calls at the booked time. This replaces the ~15 hours per week teams spend on first-round calls.

### AI text screening (SMS & WhatsApp)

Candidates can screen over text instead of a call, answering on their own schedule. Qualified matches rise to the top in your ATS. This suits hourly and high-volume hiring, where candidates may not be able to take a scheduled phone call.

### How Screened evaluates candidates

Every score is transparent and explained. Assessments apply the same criteria to every candidate for a role, which removes the reviewer-to-reviewer inconsistency of manual screening. Hiring teams can fully customize the criteria per role. Each decision comes with the evidence behind it, so a hiring manager can audit why a candidate scored the way they did.

### Additional capabilities

- **Candidate fraud detection** — flags AI-written and fabricated resumes while it screens, and puts the candidates you invite to interview through a live conversation that is far harder to fake than a form or a one-way video. Not identity verification, and no extra step for the candidate.
- **Custom screening questions** — role-specific questions with AI-evaluated answers.
- **Interview coordination** — automated scheduling, reminders, and rescheduling; Ryan answers common candidate questions ("When will I hear back?", "Can I reschedule?") immediately.
- **Multilingual screening** — interviews are conducted in the candidate's language; transcripts are reviewed in yours.
- **Branded job site** — branded job pages where candidates apply and are screened automatically, with no ATS required.

## Pricing

Screened has three plans. Annual billing saves 33% versus monthly.

### Resumes — $99/month billed monthly, or $66/month billed annually
Resume screening that works inside your ATS. Start with 1,000 resume screens per month across up to 5 active jobs. Best if you're handling phone calls yourself. AI phone interviews are available as an add-on at **$25 per interview**. Up to 3 team members.

### Resumes + Calls — $299/month billed monthly, or $199/month billed annually
Everything in Resumes, plus AI phone interviews with **10 per month included** and **$16 per additional interview**. Includes 2,000 candidates per month across up to 15 active jobs, up to 10 team members, and priority support. Best if you want to skip first-round calls entirely.

### Enterprise — custom pricing, billed annually
Unlimited screening, unlimited jobs, unlimited team members, advanced analytics and custom reports, SAML & SSO, custom data retention, and a dedicated success manager. Best for high-volume hiring or custom needs.

**Other pricing facts:**
- Free trial, no credit card required. Founders starting out get their first 25 candidate screenings (usually 1–2 roles) free.
- Resume overages are **$69 per 1,000 resumes**, added to your next invoice. There are no surprise charges, and you're notified before hitting a limit.
- All plans include email support. Enterprise gets priority support and a dedicated success manager.
- All plans can pay by credit card. Enterprise can be invoiced and pay by PO, ACH, check, or wire.
- Cancel anytime; changes take effect at the next billing cycle.

## Security & compliance

- **SOC 2 Type II** — candidate data is protected by SOC 2 Type II controls, role-based access, and a complete audit trail.
- **GDPR and CCPA** — we provide a DPA, Standard Contractual Clauses for GDPR international transfers, and service provider terms for CCPA, plus configurable retention, deletion support, access controls, and audit trails. For candidate data the customer is the controller and Screened is the processor.
- Hosted in **SOC 2-audited and ISO 27001-certified data centers (US)**, with encryption at rest and in transit, network isolation, DDoS protection, automated backups with point-in-time recovery, and annual penetration tests.
- **Enterprise SSO / SAML** available.
- Custom data retention controls.
- Candidates are informed before every AI call and can opt out at any time.
- Live compliance status, SOC 2 reports, and subprocessors: https://trust.screened.io/

## ATS and HRIS integrations

Screened integrates with Greenhouse, Lever, Ashby, Teamtailor, and Workable, so screening results land where your team already works — candidates come in automatically, and the resume score, qualifications, red flags, per-question scores, key-insights summary, and hire/no-hire recommendation post straight back onto each candidate, with a link through to the full transcript in Screened.

Screened can also connect to these ATS and HRIS platforms on request, with availability and depth varying by provider: Workday, SAP SuccessFactors, Oracle Taleo, Oracle Fusion Recruiting, UKG Pro Recruiting, iCIMS, BambooHR, JazzHR, SmartRecruiters, Jobvite, Gem, Recruiterflow, Bullhorn, Zoho Recruit, Freshteam, Sage HR, Fountain, TalentReef, Cornerstone TalentLink, Infinite BrassRing, JobAdder, JobDiva, Crelate, CATS, Clockwork, Tribepad, Eploy, TalentLyft, JobScore, Jobsoid, Homerun, Breezy HR, Pinpoint, Occupop, Join, Polymer, Recruitee, onlyfy by XING, Traffit, Taleez, Flatchr, d.vinci, EngageATS, Harbour ATS, ClayHR, HR Cloud, Lano, and ApplicantStack. Per-platform detail is at https://screened.io/integrations.

No ATS? Screened provides branded job pages, resume scoring, and automated phone interviews without one.

## Customers

### Udacity
Udacity implemented Ryan, Screened's AI recruiter, to automate resume screening across all geographies. Ryan evaluated thousands of resumes daily, applying consistent criteria across markets and surfacing the most relevant candidates within minutes.
> "One role got 778 applications in a day. Ryan helped us screen every one of them within minutes. That simply wasn't possible before."

### Terrascope
Terrascope is an enterprise platform for measuring, managing, and reducing greenhouse gas emissions. Scaling globally with just one recruiter supporting the entire funnel, applicant wait times had stretched to 34 days for review and 38.9 days to complete a screening call. Terrascope integrated Ryan to handle resume screening and first-round interviews.
> "85% of the candidates that went through the experience with Ryan rated it positively" — Kyara Tan, Head of People & Culture
> "I especially like when Ryan will give me pointers about things to look out for." — Jochen Schloesser, Head of Growth

### GenScript
Technical hiring at scale.
> "In the past 1.5 months, we saved 28 hours from CV and Phone screening processes with Ryan as our trusted 'third' recruiter"

### Grain
Grain delivers premium meals to customers, relying on fast hiring to maintain quality and growth.
> "It really turned my mind around as to what AI could do in recruiting."

### ThoughtFull
ThoughtFull makes professional mental health support accessible across Asia through personalized coaching and evidence-based tools. Hiring managers said Ryan's assessments matched their own interview findings.
> "Ryan has been genuinely helpful for our team, and we're excited to keep using it as we scale."

Other teams using Screened include Luckin Coffee (barista hiring over WhatsApp), Perry Ellis, Vestiaire Collective, Skylo, and Iterative.

---

# Screened vs HeyMilo
Source: https://screened.io/compare/screened-vs-heymilo

Both score resumes and run adaptive AI voice interviews. HeyMilo offers a broader modular chain across sourcing, SMS, forms, browser voice, video, scenario assessments, and scheduling. Screened focuses on resume screening followed by a scheduled outbound phone call or on-demand browser web call.

## How Screened compares
| | HeyMilo (Modular multichannel recruiting agents) | Screened (Focused resume + phone screening) |
|---|---|---|
| Platform scope | Sourcing, screening, interviews, assessments, and scheduling | Resume screening + first-round AI interviews |
| Resume screening | Yes | Yes |
| Adaptive AI voice interviews | Phone and browser | Scheduled outbound phone call or on-demand browser web call |
| Video interviews | Yes | Not offered |
| Candidate channels | Resume, SMS, forms, voice, and video | Resume, scheduled phone, and web call |
| Scenario assessments | Live, timed AI-work scenarios | No separate scenario-assessment product |
| Integrity approach | Impersonation, AI assistance, and answer-fraud signals | Resume-authenticity indicators; interview transcript for human review |
| Interview languages | Multilingual; published coverage varies by format | Multilingual interviews on the applicable plan |
| ATS workflow | Broad integration catalog with structured writeback | Five native: Greenhouse, Lever, Ashby, Teamtailor, Workable; additional connections vary |
| Best fit | Modular multichannel and enterprise screening programs | A focused resume-to-phone first pass |

## Screened vs HeyMilo: how the workflows differ
HeyMilo and Screened both evaluate resumes and conduct adaptive AI voice interviews. The main difference is breadth: HeyMilo lets teams assemble a multichannel sequence of recruiting agents, while Screened provides a focused resume-to-scheduled-phone workflow.

### HeyMilo workflow
1. The team selects the sourcing, resume, SMS, form, voice, video, scenario, scheduling, or integrity agents its process needs.
2. Candidates move through the chosen channels, which can include phone or browser voice, video, forms, SMS, and timed scenario assessments.
3. Structured results and workflow outputs return through HeyMilo's broader integration catalog.

### Screened workflow
1. Screened evaluates incoming resumes for configured jobs against the role requirements.
2. Candidates who enter the interview workflow can choose a time for an outbound phone call or start an on-demand browser web conversation with Ryan.
3. Recruiters review the resume rationale and interview evidence through Greenhouse, Lever, Ashby, Teamtailor, or Workable.

## When HeyMilo makes sense
- **Video or scenario assessment is part of the process**: HeyMilo supports two-way video and live, timed scenario assessments. Screened does not offer either format.
- **You want a modular multichannel program**: HeyMilo can combine sourcing, resume, SMS, forms, voice, video, scheduling, and integrity agents. That breadth suits enterprise, staffing, BPO, and franchise workflows that need more than a focused first pass.
- **Why teams choose Screened**: Screened concentrates on one job: evaluate incoming resumes, run a scheduled outbound phone call or on-demand browser web conversation, and return the evidence through five native ATS integrations.

## How to choose between Screened and HeyMilo
- **Do you need a modular recruiting program?**: Evaluate HeyMilo when the process needs configurable sourcing, forms, SMS, multiple interview formats, scheduling, scenarios, or dedicated integrity agents. Screened intentionally covers a narrower first pass.
- **Are video or scenario assessments required?**: HeyMilo supports two-way video and live, timed scenarios. Screened uses phone or web conversations and does not offer a separate video or scenario-assessment product.
- **Which channels and ATS workflows matter?**: Compare the candidate channels, interview languages, integration coverage, and exact writeback your team needs. Screened's focused workflow is native to five named ATS platforms.

## Related Screened guides
- [High-volume hiring](https://screened.io/solutions/high-volume-roles): Explore Screened's focused first-pass workflow for larger applicant pools.
- [Multilingual screening](https://screened.io/capabilities/multilingual-screening): See how language is configured for Screened interview workflows.
- [ATS integrations](https://screened.io/integrations): Review the recruiting systems and result-writeback workflows Screened supports.

## FAQ
**Q: What's the difference between HeyMilo and Screened?**
A: Both score resumes and run adaptive AI voice interviews. HeyMilo is a broader modular platform with SMS, forms, browser voice, video, scenario assessments, scheduling, and more integrations. Screened is a focused resume-to-phone screening workflow.

**Q: Does Screened do video interviews like HeyMilo?**
A: No. HeyMilo offers two-way AI video interviews. Screened uses scheduled phone calls or a web call and does not require a camera.

**Q: Does HeyMilo integrate with Teamtailor?**
A: Yes. Both HeyMilo and Screened support Teamtailor. Buyers should compare the writeback and workflow they need: HeyMilo offers a broader modular chain, while Screened centers on resume and first-round interview evidence.

**Q: How are the candidate channels different?**
A: HeyMilo can combine resume, SMS, forms, phone, browser voice, and video. Screened is narrower: criteria-based resume screening followed by a scheduled outbound phone call or on-demand browser web interview.

**Q: Which is a better fit for high-volume hiring?**
A: Both target high-volume screening. Choose HeyMilo when you need a modular multichannel program, video, or scenario assessments. Choose Screened when you want a focused resume-first scheduled phone workflow through Greenhouse, Lever, Ashby, Teamtailor, or Workable.

---

# Screened vs HireVue
Source: https://screened.io/compare/screened-vs-hirevue

Both can run adaptive AI voice interviews. HireVue combines that with video interviewing, validated assessments, and a broad enterprise hiring suite. Screened focuses on resume screening and first-round phone calls.

## How Screened compares
| | HireVue (Video, assessments + AI voice) | Screened (Resume + AI phone screening) |
|---|---|---|
| Product scope | Video, assessments, AI voice, and hiring workflows | Resume screening + first-round AI interviews |
| Two-way AI voice interview | Yes | Yes |
| Video interviews | Live and on-demand video | Not offered |
| Skills assessments | Validated skills, coding, games, and job simulations | No standalone assessment library |
| Earlier-stage matching | Candidate-to-role matching before application; separate assessment signals | Incoming resumes scored against the configured role criteria |
| Candidate format | Voice, video, or assessments, depending on the workflow | Scheduled outbound phone call or on-demand browser web call; no camera required |
| Scoring approach | Validated assessment science and explainable voice scoring | Role-specific criteria with score reasoning |
| ATS coverage | HireVue currently states 45+ ATS integrations | Five native: Greenhouse, Lever, Ashby, Teamtailor, Workable; additional connections vary |
| Best fit | Enterprise programs that need assessments, video, and governance | Teams that want a focused resume-and-phone first pass |

## Screened vs HireVue: how the workflows differ
Both products can conduct adaptive AI voice interviews, but they sit at different levels of the hiring stack. HireVue combines voice with video, assessments, and enterprise hiring workflows. Screened concentrates on resume evaluation followed by a scheduled outbound phone call or on-demand browser web call.

### HireVue workflow
1. The hiring team configures a workflow using the HireVue interview, assessment, video, or simulation formats needed for the role.
2. Candidates complete the selected voice, live or on-demand video, coding, game, or job-simulation experience.
3. Recruiters review the resulting scores and evidence within HireVue's broader suite and connected recruiting workflow.

### Screened workflow
1. The hiring team configures role requirements and interview questions for an incoming job.
2. Screened evaluates incoming resumes. Candidates who enter the interview workflow can choose a time for an outbound phone call or start an on-demand browser web call.
3. Recruiters receive resume rationale and interview evidence through a supported ATS workflow, with the full transcript available in Screened.

## When HireVue makes sense
- **Validated assessments are part of the decision**: HireVue has a broad library of skills assessments, coding tests, game-based assessments, and virtual job tryouts. Screened does not try to replace that assessment suite.
- **You need video and enterprise program controls**: HireVue supports live and on-demand video alongside voice interviews, broad ATS coverage, and governance designed for large global hiring programs.
- **Why teams choose Screened**: If the job is narrower—score the resumes, run a structured first-round conversation, and return the evidence to your ATS—Screened keeps that workflow focused and phone-first without adding video or a separate assessment library.

## How to choose between Screened and HireVue
- **Do you need video or validated assessments?**: Evaluate HireVue when live or on-demand video, coding tests, job simulations, or a broader assessment library are required parts of the hiring program.
- **Is a focused first pass enough?**: Screened is designed around a narrower job: evaluate resumes, run the first-round conversation, and return evidence for a recruiter to review. Decide whether that focus is a benefit or a limitation for your team.
- **What must connect to your ATS?**: Confirm the exact integration, fields, workflow actions, and governance controls you need. HireVue advertises broader ATS coverage; Screened has five native ATS integrations for its resume-and-interview workflow.

## Related Screened guides
- [AI phone screening](https://screened.io/product/phone-screening): Explore Screened's scheduled, adaptive first-round interview workflow.
- [AI resume screening](https://screened.io/product/resume-screening): See how resume evidence is evaluated before the screening conversation.
- [ATS integrations](https://screened.io/integrations): Review Screened's supported recruiting systems and writeback workflows.

## FAQ
**Q: Does HireVue offer two-way AI voice interviews?**
A: Yes. HireVue AI Interviewer runs adaptive two-way voice conversations, scores candidates against a rubric, and explains the result. The meaningful comparison is now HireVue's broader assessment and video suite versus Screened's focused resume-and-phone workflow.

**Q: What's the difference between HireVue and Screened?**
A: HireVue combines AI voice with live and on-demand video, validated assessments, and enterprise hiring workflows. Screened evaluates resumes first, then runs a scheduled outbound phone call or on-demand browser web call and returns the evidence to the hiring team.

**Q: Does Screened offer skills assessments like HireVue?**
A: No. HireVue offers a broad assessment library, including coding and job simulations. Screened focuses on evidence from the resume and an adaptive first-round conversation.

**Q: Does Screened require candidates to record video?**
A: No. Screened is phone-first and also supports a web call when needed. Candidates do not need a camera.

**Q: Which product has broader ATS coverage?**
A: HireVue currently states that AI Interviewer integrates with 45+ ATSs. Screened has five native integrations—Greenhouse, Lever, Ashby, Teamtailor, and Workable—plus additional ATS connections; exact writeback varies by provider.

---

# Screened vs Manual screening
Source: https://screened.io/compare/screened-vs-manual

Manual screening gives recruiters direct control and context, but each resume and first-round call handled manually consumes human time. Screened automates that repeatable first pass so your team can review the evidence and make the decision.

## How Screened compares
| | Manual screening (Recruiter-led review and calls) | Screened (AI first pass + phone screens) |
|---|---|---|
| Initial application review | A recruiter reads each application | AI scores incoming resumes against the configured role criteria |
| First-round interview | A recruiter schedules and conducts each call | Candidates self-schedule; Ryan conducts the call |
| Follow-up questions | Human judgment in real time | AI can ask response-driven follow-up questions |
| Consistency | Depends on the rubric and reviewer calibration | Same configured criteria, with written reasoning |
| Evidence captured | Whatever the recruiter records in the existing process | Resume rationale, transcript, scores, and summary |
| ATS workflow | Review and updates happen in your existing process | Five native: Greenhouse, Lever, Ashby, Teamtailor, Workable; additional connections vary |
| Candidate questions | A recruiter can answer with full context | Ryan can answer from the role and company context you provide |
| Best fit | Low-volume, senior, or highly specialized searches | Repeatable first-pass screening across larger applicant pools |

## Screened vs Manual screening: how the workflows differ
The clearest difference is who performs each repeatable step. Manual screening keeps a recruiter in every application review and first-round call. Screened automates that first pass while the hiring team controls the criteria, automation rules, and outcomes.

### Manual screening workflow
1. A recruiter reads the applications and decides which candidates need a first-round conversation.
2. The recruiter coordinates availability, conducts each call, and asks follow-up questions in real time.
3. The recruiter records notes, scorecards, or other evidence in the existing process and decides who advances.

### Screened workflow
1. The hiring team configures the role criteria and interview questions; Screened evaluates incoming resumes against them.
2. Candidates who enter the interview workflow can choose a time for an outbound phone call or start an on-demand browser web conversation with Ryan.
3. Hiring teams can review the resume rationale, transcript, criteria scores, custom-question assessments, summary, and reasoning, or use configured automation rules.

## When manual screening makes sense
- **Executive and final-stage hiring**: Senior candidates and finalists deserve direct time with the people they may work with. Screened is designed for the first pass, not to replace those conversations.
- **The edge cases matter more than the volume**: For a niche role with a small, hand-picked pool, a recruiter may learn more by reading every application and calling every candidate personally.
- **Why teams choose Screened**: When the same first-pass work repeats across dozens or hundreds of applicants, Screened applies the role criteria, runs the screening calls, and leaves your team with evidence to review instead of a queue to process.
- **Hiring teams stay in control**: Teams can review and decide manually or configure automation rules, and they can override outcomes.

## How to choose between Screened and Manual screening
- **How much first-pass work repeats?**: Estimate how many applications and screening calls follow the same pattern. Automation becomes more useful when the criteria and opening questions can be applied consistently across a larger pool.
- **Where is recruiter context essential?**: Keep recruiters close to executive, highly specialized, or relationship-led searches where context changes the conversation. Use automation for the repeatable work around those exceptions.
- **What evidence do reviewers need?**: Compare your current notes or scorecards with the resume rationale, transcript, criteria scores, custom-question assessments, summary, and reasoning Screened returns. The useful output is the one your hiring team will actually review.

## Related Screened guides
- [AI resume screening](https://screened.io/product/resume-screening): See how Screened evaluates incoming applications against role-specific criteria.
- [AI phone screening](https://screened.io/product/phone-screening): See the candidate and recruiter workflow for scheduled first-round conversations.
- [How Screened evaluates candidates](https://screened.io/how-we-evaluate): Understand the criteria, evidence, scoring, and human-review process.

## FAQ
**Q: When is manual screening still the better choice?**
A: Manual screening is a good fit for low-volume, executive, or highly specialized searches where recruiter context matters more than automation. Screened fits when the first-pass work is repeatable and applicant volume makes that work a bottleneck.

**Q: What does Screened automate?**
A: Screened evaluates incoming resumes against your configured role criteria, can invite candidates who meet the interview threshold to a first-round phone or web interview, asks adaptive follow-up questions, and returns the transcript, scores, reasoning, and summary for human review.

**Q: Does Screened replace recruiters?**
A: No. It takes on the repetitive first pass. Hiring teams define the criteria, can review and decide manually or configure automation rules, handle nuanced conversations, and can override outcomes.

**Q: Is AI screening more consistent than manual review?**
A: It can be more consistent for a defined first pass because every candidate is assessed against the same configured criteria and each result includes written reasoning. The hiring team still needs to set good criteria and review the outcome.

**Q: How does Screened fit into an existing ATS workflow?**
A: Screened has five native integrations—Greenhouse, Lever, Ashby, Teamtailor, and Workable—plus additional ATS connections; exact writeback varies by provider.

---

# Screened vs Metaview
Source: https://screened.io/compare/screened-vs-metaview

Both review applicants and run adaptive AI screening conversations. Metaview is a broader recruiting platform spanning sourcing, application review, screening, notes, and reports. Screened is focused on resume screening and first-round phone interviews.

## How Screened compares
| | Metaview (Agentic recruiting platform) | Screened (Focused resume + phone screening) |
|---|---|---|
| Platform scope | Sourcing, application review, AI screening, notes, reports | Resume screening + first-round AI interviews |
| AI-led screening conversation | Yes | Yes |
| Candidate format | On-demand conversation in a mobile or desktop browser | Scheduled outbound phone call or on-demand browser web call |
| Adaptive follow-up questions | Yes | Yes |
| Camera | Employer-configurable: optional or required; video is not used in automated scoring | Not required |
| Human interview notes | Notetaker captures recruiter and hiring-manager calls | Captures Screened's own AI screening call |
| Application review | Evaluates against an Ideal Candidate Profile | Scores against role requirements before the call |
| ATS workflow | Uses connected ATS stages; decision writeback varies by ATS | Five native: Greenhouse, Lever, Ashby, Teamtailor, Workable; additional connections vary |

## Screened vs Metaview: how the workflows differ
Metaview and Screened now overlap at application review and AI-led screening, so the useful distinction is workflow shape. Metaview connects screening to a broader sourcing, notetaking, and reporting platform. Screened provides a scheduled resume-to-phone first pass.

### Metaview workflow
1. The team can use Metaview across sourcing, application review, or AI Screening depending on the recruiting workflow it wants to build.
2. For AI Screening, candidates open an on-demand link and complete the adaptive conversation in a mobile or desktop browser.
3. Screening results can connect to ATS stages, while Metaview can also capture later human interviews and feed broader recruiting reports.

### Screened workflow
1. The team configures role criteria and interview questions, and Screened evaluates incoming resumes for the job.
2. Candidates who enter the interview workflow choose a time and receive a scheduled outbound phone call or use the web-call path.
3. Recruiters review the resume rationale and first-round interview evidence through Greenhouse, Lever, Ashby, Teamtailor, or Workable.

## When Metaview makes sense
- **You want a broader recruiting intelligence platform**: Metaview spans sourcing, application review, AI screening, notetaking, and reporting. That breadth is useful when you want shared context across more of the recruiting process.
- **You want notes from the human rounds too**: Metaview's notetaker captures recruiter, hiring-manager, and panel conversations. Screened captures and evaluates the screening interviews Ryan conducts; it is not a general meeting notetaker.
- **Candidates should start immediately from a link**: Metaview Screening is on demand in a mobile or desktop browser, with no scheduling. Screened uses a scheduled outbound phone call, with an on-demand browser web-call path when needed.
- **Why teams choose Screened**: Choose Screened when candidates should select a time and receive an outbound phone call, and when you need resume evaluation plus first-round interview results returned through Greenhouse, Lever, Ashby, Teamtailor, or Workable without needing a broader sourcing, notetaking, and reporting platform.

## How to choose between Screened and Metaview
- **Should screening be on demand or scheduled?**: Metaview sends a link candidates can start when ready. Screened asks candidates to select a time for an outbound phone call, with a web-call path available when needed.
- **Do you need the wider recruiting platform?**: Metaview is relevant when sourcing, application review, human-interview notes, and reporting should share one platform. Screened is relevant when the immediate requirement is a focused first pass.
- **Who should capture later interviews?**: Metaview can continue into recruiter, hiring-manager, and panel calls as a notetaker. Screened captures the AI screening conversation it conducts and does not replace a general meeting-notes tool.

## Related Screened guides
- [AI resume screening](https://screened.io/product/resume-screening): See how Screened evaluates applications against the configured requirements for a job.
- [AI phone screening](https://screened.io/product/phone-screening): Explore the scheduled outbound-phone and on-demand browser web-call experience for first-round interviews.
- [How Screened evaluates candidates](https://screened.io/how-we-evaluate): Review the criteria, evidence, scoring, and recruiter decision boundary.

## FAQ
**Q: Does Metaview conduct AI screening interviews?**
A: Yes. Metaview Screening runs adaptive voice conversations, asks follow-up questions, assesses the transcript against team-defined rubrics, surfaces transcript-based integrity signals, and connects the screening workflow to supported ATSs.

**Q: What's the difference between Metaview and Screened?**
A: Metaview is a broader recruiting platform covering sourcing, application review, AI screening, notes, and reports. Screened is focused on resume evaluation followed by a scheduled outbound phone call or on-demand browser web interview.

**Q: How is the candidate experience different?**
A: Metaview sends an on-demand link candidates can open in a mobile or desktop browser. Screened lets candidates choose a time for an outbound phone call, with an on-demand browser web-call option when needed.

**Q: Do both products review applications?**
A: Yes. Metaview Application Review evaluates candidates against an Ideal Candidate Profile. Screened evaluates incoming resumes for configured jobs against the role requirements before deciding who enters the interview workflow.

**Q: Can a team use both Metaview and Screened?**
A: Yes, but there is now real overlap at the screening stage. A team might still use Screened for its scheduled resume-to-phone workflow and Metaview for sourcing, broader reporting, or notes from later human interviews.

---

# Screened vs Paradox
Source: https://screened.io/compare/screened-vs-paradox

Paradox turns applying, screening questions, and interview scheduling into a mobile chat workflow. Screened evaluates resumes and runs adaptive first-round phone interviews. The choice is candidate-journey automation versus a resume-first spoken screen.

## How Screened compares
| | Paradox (Olivia) (Conversational apply + scheduling) | Screened (Ryan) (Resume + phone qualification) |
|---|---|---|
| Primary job | Automate applying, candidate engagement, and scheduling | Evaluate applicants and run first-round interviews |
| Candidate channel | SMS, WhatsApp, and web chat | Scheduled outbound phone call or on-demand browser web call |
| Screening format | Conversational application and automated screening questions | Resume evidence + adaptive spoken interview |
| Scheduling scope | Coordinates recruiter, manager, and panel interviews | Self-scheduling and reminders for the Screened call |
| Application signal | Captures application and screening answers | Scores the resume against role requirements before the call |
| ATS coverage | Workday, SAP SuccessFactors, and other major platforms | Five native: Greenhouse, Lever, Ashby, Teamtailor, Workable; additional connections vary |
| Recruiter output | Application data, screening answers, and scheduled next steps | Resume rationale, transcript, criteria scores, custom-question assessments, summary, and reasoning |
| Best fit | High-volume mobile apply, engagement, and scheduling | Resume + spoken qualification |

## Screened vs Paradox: how the workflows differ
The products start from different bottlenecks. Paradox is designed around candidate access, conversational applications, communication, and interview coordination. Screened starts after applicants enter the recruiting workflow and adds resume evaluation plus a spoken first-round screen.

### Paradox (Olivia) workflow
1. A candidate starts an application or recruiting conversation through a supported mobile or web channel.
2. Olivia gathers application and screening answers, handles candidate communication, and coordinates interview scheduling.
3. Recruiters receive the captured application data, screening answers, and scheduled next steps in the connected workflow.

### Screened (Ryan) workflow
1. Applicants enter a supported ATS job and Screened evaluates incoming resumes against the configured role requirements.
2. Candidates who enter the interview workflow can choose a time for an adaptive outbound phone call or start an on-demand browser web call with Ryan.
3. The resume rationale, transcript, criteria scores, custom-question assessments, summary, and reasoning return for review.

## When Paradox makes sense
- **Candidate access and conversion are the bottleneck**: Paradox supports applications and screening questions through familiar chat channels, with workflows aimed at high-volume and frontline hiring.
- **Scheduling extends beyond the first screen**: Paradox is built to coordinate interviews across recruiters, hiring managers, and panels. Screened schedules its own screening call; it is not a general interview-scheduling platform.
- **Why teams choose Screened**: When the bottleneck is deciding which applicants meet the configured role criteria, Screened combines evidence from the resume with an adaptive spoken interview and returns the reasoning, transcript, and scores.
- **Choose by the bottleneck**: Choose Paradox when the hard part is mobile apply, candidate messaging, or coordinating human interviews. Choose Screened when applicants already enter your ATS and the missing step is resume evaluation followed by a spoken first-round screen.

## How to choose between Screened and Paradox
- **Is candidate conversion the problem?**: Evaluate Paradox when candidates need a mobile apply path, conversational support, or ongoing messaging. Evaluate Screened when application intake already works and qualification is the missing step.
- **How much scheduling do you need?**: Paradox coordinates interviews across recruiters, managers, and panels. Screened schedules and reminds candidates about its own screening conversation rather than acting as a general scheduling platform.
- **Which candidate channel fits the role?**: Compare a chat-led application and engagement journey with a scheduled outbound phone call or on-demand browser web screen. The practical fit depends on where candidates enter and what evidence recruiters need afterward.

## Related Screened guides
- [Candidate coordination](https://screened.io/capabilities/interview-coordination): See how Screened handles invitations, self-scheduling, reminders, and screening-call follow-up.
- [AI resume screening](https://screened.io/product/resume-screening): Explore the resume-evaluation stage that runs before a Screened interview.
- [First-round calls](https://screened.io/solutions/first-round-calls): See how Screened fits into the opening interview stage of a hiring process.

## FAQ
**Q: Does Paradox screen candidates or only schedule interviews?**
A: Paradox screens candidates through conversational applications and automated screening questions, and it also handles interview scheduling. Screened uses a different format: resume evaluation followed by an adaptive spoken first-round interview.

**Q: Is Paradox owned by Workday?**
A: Yes. Workday completed its acquisition of Paradox in October 2025. Paradox still markets integrations and workflows beyond Workday, so the more useful buying question is whether you need its mobile candidate journey and scheduling breadth.

**Q: What's the difference between Paradox and Screened?**
A: Paradox focuses on mobile apply, candidate communication, conversational screening questions, and scheduling. Screened focuses on resume evaluation followed by an adaptive phone or web interview.

**Q: Which is a better fit for Greenhouse or Ashby?**
A: Confirm Paradox's current integration and supported workflow for your exact ATS. Screened currently returns resume and interview results through its native Greenhouse and Ashby workflows.

**Q: Can Screened support high-volume or hourly hiring?**
A: Yes. Screened can evaluate incoming resumes for configured jobs and run first-round phone or web interviews. Paradox is purpose-built for mobile apply, chat engagement, and broader interview scheduling.

---

# Screened vs Qualifi
Source: https://screened.io/compare/screened-vs-qualifi

Qualifi combines recruiter-prepared one-way voice interviews with SMS screening, candidate assessments, scheduling, and native live video interviewing. Screened evaluates the resume, then runs an adaptive two-way phone or browser web conversation.

## How Screened compares
| | Qualifi (One-way voice + interview tools) | Screened (Adaptive AI phone screening) |
|---|---|---|
| Core screening format | One-way voice responses | Two-way AI phone or web conversation |
| Who asks the questions | Pre-recorded or text-to-voice prompts prepared by the recruiter | Ryan asks the configured questions |
| Adaptive follow-up questions | Pre-set one-way question sequence | Can adapt to each answer |
| Candidate timing | Starts on demand | Chooses a time for a phone call or starts an on-demand browser web call |
| Next-round scheduling | Google and Microsoft calendar workflows | Scheduling and reminders for the Screened call |
| Human interview tools | Native live human video interviewing | No live human-interview or video suite |
| Broader screening tools | SMS screening and candidate assessments | Resume evaluation before the adaptive AI interview |
| ATS coverage | Qualifi currently advertises 50+ integrations | Five native: Greenhouse, Lever, Ashby, Teamtailor, Workable; additional connections vary |
| Recruiter output | Recordings, transcripts, and interview insights | Resume rationale, transcript, criteria scores, custom-question assessments, summary, and reasoning |

## Screened vs Qualifi: how the workflows differ
Qualifi and Screened both remove the recruiter from each initial phone screen, but the candidate experience is different. Qualifi uses recruiter-prepared one-way voice questions completed on demand. Screened runs an adaptive outbound phone call or on-demand browser web conversation after resume evaluation.

### Qualifi workflow
1. The recruiter prepares the question sequence for the one-way voice screen, using recorded prompts or available text-to-voice.
2. Candidates open the invitation on demand, hear each prompt, and record their responses without a live interviewer.
3. Recruiters review recordings, transcripts, and interview insights, and can also use Qualifi's candidate assessments, scheduling, or live-video tools.

### Screened workflow
1. Screened evaluates incoming resumes against the configured requirements before the interview stage.
2. Candidates who enter the interview workflow can choose a time for an outbound phone call or start an on-demand browser web conversation that can ask follow-up questions.
3. Recruiters review the resume rationale, transcript, criteria scores, custom-question assessments, summary, and reasoning.

## When Qualifi makes sense
- **You want recruiter-prepared prompts in a repeatable format**: Qualifi lets recruiters record prompts or use text-to-voice, then send the same one-way interview to many candidates. Recorded prompts can keep a human voice in the experience without putting a recruiter on every call.
- **You want a broader interview suite**: Qualifi offers SMS screening, candidate assessments, next-round scheduling, and live video interviewing, and advertises more than 50 ATS integrations. Screened does not try to be a general interview suite.
- **Why teams choose Screened**: Screened adds two-way probing and a resume-evaluation stage. Ryan can ask for specifics, follow the answer, and return both resume and interview evidence before a recruiter joins the process.

## How to choose between Screened and Qualifi
- **Should the screen be one-way or conversational?**: Qualifi uses recruiter-prepared prompts in a pre-set one-way format. Screened uses a two-way AI interviewer that can ask a follow-up and answer candidate questions from the configured context.
- **Should candidates start immediately or book a time?**: Qualifi's one-way voice screen is completed on demand. Screened asks candidates to select a time for a scheduled phone call, with a web-call option when needed.
- **Should live human interviews belong in the same suite?**: Qualifi includes scheduling and native live human video tools. Screened schedules its own AI screening call and does not try to replace a broader interview suite.

## Related Screened guides
- [AI phone screening](https://screened.io/product/phone-screening): See how Screened conducts a scheduled two-way first-round conversation.
- [Candidate coordination](https://screened.io/capabilities/interview-coordination): Review the invitation, self-scheduling, reminder, and follow-up workflow.
- [AI resume screening](https://screened.io/product/resume-screening): Explore the application-evaluation stage that runs before the interview.

## FAQ
**Q: What's the difference between Qualifi and Screened?**
A: Qualifi sends recruiter-prepared one-way voice questions for candidates to answer on demand and also offers SMS screening, candidate assessments, scheduling, and live video. Screened evaluates the resume, then runs a two-way AI conversation that can adapt to the answers.

**Q: Does Qualifi use adaptive follow-up questions?**
A: Qualifi publicly describes its automated phone screen as a one-way interview using pre-recorded or text-to-voice prompts; its public product pages do not describe response-driven follow-up questions. Screened can ask follow-up questions based on what the candidate says during the conversation.

**Q: Where does resume screening fit?**
A: Screened scores incoming resumes against the configured role requirements before the interview. Qualifi's public product emphasizes one-way voice, SMS screening, candidate assessments, scheduling, and live video rather than an equivalent criteria-based resume-scoring step.

**Q: Which product has broader ATS coverage?**
A: Qualifi advertises more than 50 ATS integrations. Screened has five native integrations—Greenhouse, Lever, Ashby, Teamtailor, and Workable—plus additional ATS connections; exact writeback varies by provider.

**Q: How should I choose based on candidate experience?**
A: Choose Qualifi when candidates should answer pre-set prompts on demand, using recorded or text-to-voice questions. Choose Screened when you want a two-way outbound phone or on-demand browser web conversation that can probe an answer and let the candidate ask questions back.

---

# Screened vs Ribbon
Source: https://screened.io/compare/screened-vs-ribbon

Both run adaptive AI screening interviews and return scored results. Ribbon adds on-demand voice and video, omnichannel outreach, and a wide integration catalog. Screened starts with resume scoring, then runs a scheduled outbound phone call or on-demand browser web call.

## How Screened compares
| | Ribbon (On-demand voice/video + outreach) | Screened (Resume + scheduled phone screening) |
|---|---|---|
| AI screening interview | Yes | Yes |
| Candidate format | On-demand voice or video interview | Scheduled outbound phone call or on-demand browser web call |
| Video interviews | Yes | Not offered |
| Pre-interview workflow | AI sourcing plus SMS, WhatsApp, and email interview outreach | Incoming resumes scored against the configured role criteria |
| Adaptive follow-up questions | Yes | Yes |
| Candidate outreach | SMS, WhatsApp, and email | Email invitations, reminders, and scheduled-call follow-up |
| ATS coverage | Ribbon currently advertises 60+ integrations | Five native: Greenhouse, Lever, Ashby, Teamtailor, Workable; additional connections vary |
| Integrity approach | Off-screen activity and unusual response patterns | Resume-authenticity indicators; interview transcript for human review |
| Interview languages | Ribbon currently advertises 10+ languages | Multilingual interviews on the applicable plan |

## Screened vs Ribbon: how the workflows differ
Both products can run adaptive AI screening interviews, but candidates reach those interviews differently. Ribbon combines sourcing and multichannel outreach with on-demand voice or video interviews. Screened evaluates incoming resumes before a scheduled outbound phone call or on-demand browser web call.

### Ribbon workflow
1. A team can source or import candidates and configure the AI interview it wants them to complete.
2. Ribbon invites candidates through SMS, WhatsApp, or email to complete an on-demand voice or video interview.
3. Recruiters review scored interview results and connect them back to the recruiting system through Ribbon's integration catalog.

### Screened workflow
1. Screened evaluates incoming resumes for configured jobs against the role requirements before the interview stage.
2. Candidates who enter the interview workflow choose a time for a scheduled outbound phone call or use the web-call path.
3. Recruiters receive resume rationale and interview evidence through a supported ATS workflow, with the full transcript available in Screened.

## When Ribbon makes sense
- **You want video or on-demand interviews**: Ribbon offers on-demand voice and video interviews. Screened is deliberately phone-first and does not offer video.
- **You need broader integration breadth or richer outreach**: Ribbon advertises SMS, WhatsApp, email outreach, and more than 60 integrations. Screened has five native ATS integrations plus additional provider-dependent ATS connections, so compare the exact connection and writeback workflow required.
- **Why teams choose Screened**: Screened starts with incoming resume evaluation, can invite candidates who meet the configured interview threshold, and returns the transcript, scores, reasoning, and summary.

## How to choose between Screened and Ribbon
- **Should the interview be on demand or scheduled?**: Choose based on candidate timing and format: Ribbon supports on-demand voice and video interviews, while Screened schedules an outbound phone call and also provides an on-demand browser web-call path without a video assessment.
- **How much sourcing and outreach do you need?**: Ribbon combines AI sourcing with SMS, WhatsApp, and email outreach. Screened starts with applicants already entering the resume-evaluation workflow and uses email around its scheduled screening call.
- **Which integrations are required?**: Ribbon advertises more than 60 integrations. Screened has five native ATS integrations, so confirm that your ATS and the exact result-writeback workflow are supported before choosing.

## Related Screened guides
- [AI resume screening](https://screened.io/product/resume-screening): See the resume-evaluation step Screened runs before the first-round conversation.
- [Multilingual screening](https://screened.io/capabilities/multilingual-screening): Understand how interview language is configured for Screened roles.
- [ATS integrations](https://screened.io/integrations): Review the recruiting systems and workflows Screened currently supports.

## FAQ
**Q: What's the difference between Ribbon and Screened?**
A: Both run adaptive AI interviews and score the results. Ribbon adds on-demand video, omnichannel outreach, and advertises more than 60 integrations. Screened adds a resume-evaluation step before a scheduled outbound phone call or on-demand browser web interview.

**Q: Does Ribbon do video interviews? Does Screened?**
A: Ribbon offers voice and video interviews. Screened does not use video; candidates take a scheduled phone call or use the web-call path when needed.

**Q: Which product has broader ATS coverage?**
A: Ribbon advertises more than 60 integrations. Screened has five native integrations—Greenhouse, Lever, Ashby, Teamtailor, and Workable—plus additional ATS connections; exact writeback varies by provider.

**Q: Where does resume screening fit?**
A: Screened scores incoming resumes for configured jobs against the role criteria before the interview stage. Ribbon offers AI sourcing and candidate outreach alongside its AI interviews, scoring, and ATS sync, so buyers should compare the exact pre-interview workflow they need.

**Q: How do candidates enter the interview?**
A: Ribbon sends a link for an on-demand voice or video interview and can follow up over SMS, WhatsApp, and email. Screened asks the candidate to choose a time for an outbound phone call or provides an on-demand browser web-call path.

---

# Screened vs Wayfaster
Source: https://screened.io/compare/screened-vs-wayfaster

Both run AI voice interviews and return structured scores. Wayfaster emphasizes high-volume voice interviewing, including BPO communication assessment, case-based video, and anti-cheating controls. Screened adds resume scoring before a scheduled outbound phone call or on-demand browser web call.

## How Screened compares
| | Wayfaster (High-volume voice and case interviews) | Screened (Resume + scheduled phone screening) |
|---|---|---|
| Product focus | High-volume voice interviewing, including BPO communication assessment | Resume evaluation + first-round AI interviews |
| AI voice interviews | Yes | Yes |
| Communication assessment | CEFR English scoring, accent detection, and live role-play | Role-specific questions with criteria scores and reasoning |
| Case and video output | Case-based assessments can include video | Phone or web call; no video assessment |
| Role setup | Questions generated from the job description | Role criteria and interview questions configured together |
| Integrity approach | Video, voice-change, and tab-change checks on case interviews | Resume-authenticity indicators; interview transcript for human review |
| ATS coverage | Bullhorn, Avionté, Workable, Greenhouse, and more | Five native: Greenhouse, Lever, Ashby, Teamtailor, Workable; additional connections vary |
| Recruiter output | Score, summary, transcript, and video where used | Resume rationale, transcript, criteria scores, custom-question assessments, summary, and reasoning |

## Screened vs Wayfaster: how the workflows differ
Wayfaster and Screened both use AI voice conversations, but they emphasize different evidence. Wayfaster centers on high-volume voice interviews, with BPO-specific communication scoring, role-play, and case-based controls. Screened combines resume evaluation with a scheduled outbound phone call or on-demand browser web screen.

### Wayfaster workflow
1. The hiring team provides the job description and configures the communication or case-based interview needed for the role.
2. Candidates complete the AI voice, role-play, or case interview, with video and integrity controls available in relevant case workflows.
3. Recruiters review the score, summary, transcript, and video where that format is used.

### Screened workflow
1. The team configures resume criteria and interview questions together for a supported job workflow.
2. Screened evaluates incoming resumes before candidates who enter the interview workflow schedule an outbound phone call or start an on-demand browser web conversation.
3. Recruiters review evidence from both stages: resume rationale, transcript, criteria scores, custom-question assessments, summary, and reasoning.

## When Wayfaster makes sense
- **Communication is the job requirement**: Wayfaster's BPO offering includes CEFR English scoring, accent detection, and live role-play. The company also markets configurable voice interviewing to retail and staffing teams.
- **Case-based proctoring is a priority**: Wayfaster documents video recording, voice-change detection, video analysis, and tab-change checks for case-based interviews. Screened does not offer that video-proctoring format.
- **Why teams choose Screened**: Screened begins with criteria-based resume evaluation, then runs a scheduled outbound phone call or on-demand browser web interview and returns both stages of evidence through its five native ATS integrations.

## How to choose between Screened and Wayfaster
- **Is communication itself the assessment?**: Evaluate Wayfaster when CEFR English scoring, accent detection, live role-play, or BPO communication performance is central to the hiring decision.
- **Do you need case-based video controls?**: Wayfaster documents video, voice-change, video-analysis, and tab-change checks for case interviews. Screened is phone-first and does not offer that proctored video format.
- **Should resumes be evaluated first?**: Screened adds criteria-based resume evaluation before its interview workflow. Compare that two-stage process with Wayfaster's interview-led public BPO workflow.

## Related Screened guides
- [High-volume hiring](https://screened.io/solutions/high-volume-roles): See how Screened handles repeatable resume and interview work across larger applicant pools.
- [AI phone screening](https://screened.io/product/phone-screening): Explore the scheduled first-round conversation and recruiter evidence Screened returns.
- [AI resume screening](https://screened.io/product/resume-screening): Review the criteria-based application stage that runs before the Screened interview.

## FAQ
**Q: Is Wayfaster only for BPO hiring?**
A: No. Wayfaster markets dedicated workflows for BPO, retail, and staffing teams, and says its interviews can be configured for other roles. Its BPO offering adds CEFR English scoring, accent detection, and live role-play.

**Q: What's the difference between Wayfaster and Screened?**
A: Wayfaster emphasizes high-volume voice and case-based interviews, with dedicated BPO communication assessment. Screened evaluates the resume first, then runs a scheduled outbound phone call or on-demand browser web interview.

**Q: Which ATS platforms do they support?**
A: Wayfaster lists staffing and enterprise systems including Bullhorn, Avionté, Workable, and Greenhouse. Screened has five native integrations—Greenhouse, Lever, Ashby, Teamtailor, and Workable—plus additional ATS connections; exact writeback varies by provider.

**Q: Does Wayfaster use video or anti-cheating checks?**
A: Wayfaster documents video recording, voice-change detection, video analysis, and tab-change checks for case-based interviews. Screened is phone-first and instead provides resume-authenticity indicators plus the interview transcript for human review.

**Q: Where does resume screening fit?**
A: Screened scores incoming resumes against the configured role requirements before it can invite candidates who meet the interview threshold. Wayfaster's public BPO workflow generates interview topics or questions from the job description, sends links through ATS filters, and interviews candidates immediately.