Applicant Screening Support Without Taking Hiring Control Away
Applicant screening should collect consistent, job-related information and make employer review more efficient. It should not hide how candidates are evaluated or replace human judgment.
Three levels of applicant review
Applicant Record
$15–$20
Resume or work history, contact details, source, submission date, and completeness status.
Structured Screen
$25–$45
Applicant record plus consistent responses about experience, location, travel, salary needs, schedule, and required qualifications.
Finalist Confirmation
$75+
Structured review plus phone confirmation, notes, and employer review preparation.
What screening should verify
- Contact information
- Resume or complete work history
- Location and travel
- Work arrangement
- Compensation expectations
- Relevant industry experience
- Sales process experience
- Management experience
- Required licenses
- Schedule availability
- Employer-approved must-haves
- Application completeness
Compliance boundary
Questions employers ask
Do you make hiring decisions?
No. The employer controls who advances, interviews, receives an offer, and is hired.
Can you verify employment?
Basic screening can collect an applicant's stated history. Formal employment verification requires separate procedures and may require consent or a third-party service.
Can protected characteristics be used?
No. Screening criteria should be job-related and consistently applied without using protected characteristics.
What is a knockout question?
A job-related question used to identify whether an applicant meets a clearly defined requirement, such as required travel or a mandatory license.
Can screening be customized?
Yes. The employer approves the criteria, questions, definitions, and delivery format before launch.
Build the campaign before buying exposure.
Begin with the job economics, candidate message, application flow, screening requirements, channel plan, budget, and success measures.
Review the Campaign Audit