A Practical Screening Service Built Around the Job
Agreed Candidate Profile
Define required qualifications, preferences, deal breakers, and acceptable evidence before screening.
Knockout Separation
Keep genuine requirements separate from preferences.
Application Review
Compare resumes and application responses with agreed criteria consistently.
Status Organization
Group applicants by outcome and preserve notes explaining the result.
Employer Visibility
Provide organized applicant information so the employer retains control.
Credit Policy
Apply written duplicate, incomplete, irrelevant, and credit rules.
Know What Screening Does Not Mean
Included
- Screening criteria setup
- Resume and application-response review
- Required versus preferred separation
- Applicant status organization
- Notes based on submitted information
Not included
- Background checks
- Reference checks
- Employment eligibility verification
- Skills testing unless arranged
- Guarantee of interview, hire, performance, or retention
Frequently Asked Questions
What does screened mean?
Submitted application information was compared with the Agreed Candidate Profile. It does not mean background-checked, reference-checked, interviewed, or guaranteed suitable.
Do you remove applicants who do not match?
Applicants can be organized by status while the employer retains access and hiring control.
How is pricing determined?
Pricing depends on applicant volume, number of questions, screening depth, workflow, campaign period, and reporting needs.
Who makes the final hiring decision?
The employer controls interviews, assessments, selection, offers, and hiring decisions.
Start With the Job. Then Choose the Right Next Step.
Submit the role for review before approving paid campaign work.