Your team decides what predicts a good hire on this role, from tenure and distance to shift availability and a current certification, and weights each one. Every application is read the same way, resume and screening answers together, with the reasoning next to the score.
The system never declines anyone, and candidates above your bar are picking interview times before you open the requisition.
Warehouse AssociateColumbus
Why this score
Teams powered by Personegy
Why scoring is the differentiator
Keyword matching tells you a resume mentions forklifts. Weighted criteria tell you who will still be on the floor in six months.
Weighted criteria
Ranked #1
Jessica Taylor
95 / 100
Tenure, distance, shift, certification. You set the criteria and the weights, and every application on the requisition gets the same read.
AI-drafted questions
2 of 7
The system reads the job description and intake notes and drafts the questions and their scoring. You edit, reorder and cap the list at seven.
Assessment
Jessica Taylor
95 / 100
Why this score?
Your decision
Move forward
Every score shows its reasoning. The system never declines. A recruiter decides who moves, and any override is recorded with a reason.
Your criteria, weighted your way
Every vendor says they match. The difference is who writes the criteria, and whether you can read the reason behind each score.
Keyword matching tells you a resume mentions forklifts. Your team knows what predicts a good hire on this role: tenure, distance from the site, shift availability, a certification that is current.
You set the criteria and the weight of each, and every application on the requisition is scored the same way.
Every candidate on the requisition is read against the same criteria in the same order, and the criteria are on record for review at any time.
A candidate who uploads a resume on the career site sees the open roles that fit them best, with a match percentage, before they apply.
· Screening question
· Resume
· Application
· Screening question
· Screening question
Score for this candidate: 92
Hear from our customers
What talent leaders ask about scoring before they let it near a requisition.
It runs through a voice interview partner that is integrated with Personegy.
Your team switches it on for the roles that need it, and it helps write the questions and a scoring rubric for the first screen. Results land on the same candidate record as the rest of the application.
Candidate screening software reviews applications against the requirements of a role. Personegy reads the resume and screening answers together, applies the criteria your team weights, and puts the score and reasoning on the candidate record.
Conversational screening collects the information your team needs through a short exchange with the candidate. Your team approves the questions and scoring before the process runs, and a recruiter can take over when a person is needed.
Automated resume screening reads each application against the same role-specific criteria and ranks the results. It gives recruiters a consistent starting point and a reason for each score; it does not make the hiring decision.
Yes. Your team defines the criteria and reviews the results. Personegy does not decline candidates, and a recruiter’s override is recorded with its reason.
Keep the first screen focused on what changes the decision for that role. The platform drafts questions from the job description and intake notes; your team edits, orders and caps the list at seven.
Start with job-relevant criteria, apply them consistently and review the reasoning and outcomes with the people responsible for hiring. Your team controls the weights and can review or override results. No scoring system removes the need for ongoing human oversight.
A recruiter can review the application, the answers and the reasons behind the score on the same record. The team can then decide the next step and record the reason for an override.
The platform reads every application against the criteria for that requisition and presents a ranked list. Plant HR teams can spend their time on candidate conversations and exceptions, with the reasoning available for review.
Ask who defines the criteria, how the weights are applied and whether a recruiter can read the reason for a score. Bring a real requisition and compare the results against what your team considers a strong applicant.
Criteria are set for each role or job family. The platform drafts an initial question set from the job description and intake notes, then your team reviews the questions, weights and threshold before using them.
Your team should review the saved criteria when reopening a role. Keep the rules that still fit and update any requirements, weights or thresholds that changed before new applications are scored.
Bring a requisition to a call
Bring one requisition and its criteria. We show you the ranked list and the reasoning behind every score.
