FOR HIRING MANAGERS
Know more before the hiring-manager interview
Get a shortlist with resume and phone screening already done. Check relevant experience, salary expectations, and candidate answers before choosing who to meet.
Start the interview with useful context
Read what the candidate has already explained in the phone screen. Use the transcript and assessment to plan questions about the work your role requires.
Read the answers behind the assessment
Read the interview transcript to see what was asked, how the candidate answered, and what supported the assessment.
“I coordinated shifts for our main clinic, including cover for last-minute absences.”
Know salary expectations early
See the candidate’s stated expectations alongside the role’s range before planning the next interview.
Best matches reach you first
Start with the candidates who best match your role requirements. Their screening scores and written reasons are ready for you to review.
Scheduling experience
Coordinated shifts. Planning across locations is unclear.
Give recruiting specific feedback
The report shows which requirements a candidate meets and where details are missing. Use it to discuss a specific gap with your recruiter, such as scheduling across several locations.
See how hiring teams use Screened
Read how teams at GenScript, Grain, and Terrascope use screening in their hiring process, and what changed for their recruiters and hiring managers.
View customer stories
Choose how your team runs screening
Work with your recruiting team or run screening yourself
Work with recruiting
Agree on the role requirements with your recruiter. They run screening; you review the shortlist and candidate answers before choosing who to meet.
Run it yourself
No dedicated recruiter? Post the role, set your requirements, and let Screened handle resume screening and phone calls. Review the shortlist and choose who to interview.
Common questions
Yes. For completed phone screens, the transcript shows the questions and answers. Read it alongside the assessment to understand the recommendation.
Read the reasons and transcript, then make your own decision. You can move a candidate forward even if Screened recommends otherwise. Discuss any missing context with your recruiter or the candidate.
Either work with your recruiting team (they input requirements on your behalf) or input them yourself if you're running screening directly. Technical depth, years of experience, salary range, specific skills: whatever matters for the role.
Yes. Use role-specific questions for sales, customer success, operations, marketing, and other roles. Screened asks candidates to explain their experience and provides a transcript and assessment for your review.