AI candidate screening for warehouse, retail, contact centre and care roles. It checks applications against job-related criteria you define, books structured interviews, and monitors selection rates by group so recruiters and hiring managers decide faster and fairly.
AI candidate screening is software that reviews job applications against criteria an employer has defined as job-related, such as licences, shift availability, right-to-work status and relevant experience. It outputs a ranked, explained shortlist for recruiter review, follow-up questions for incomplete applications, interview bookings, and selection-rate reports by demographic group so bias can be spotted and corrected.
High-volume roles attract hundreds of applications each. Recruiters skim, strong candidates wait, and good people accept another offer. Unexplained screening tools create a different problem: decisions nobody can defend to a candidate, an auditor or a regulator.
Applications per job on average in 2025 up from 116 in 2022, across more than 6,000 companies using Greenhouse.[1]
Recruiters per recruiting team on average in 2025 down from 10.43 in 2022 in the same benchmark.[1]
Median time to fill from requisition to offer acceptance in 2025, according to SHRM.[2]
Some AI recruitment tools inferred gender and ethnicity from candidate names, the UK ICO found in its audit of providers.[5]
We start from a short job analysis with your hiring managers. The screener checks each application against those criteria and writes down why, in plain language.
Shortlisted candidates pick a slot by text or email. Every interviewer gets the same questions and scoring guide for the role, which makes decisions comparable.
Selection rates are tracked by stage and demographic group using voluntarily provided data. Drops trigger a pause and a human review.
We run job analysis workshops with hiring managers, write the screening criteria, and measure current application-to-interview time and pass-through rates from your ATS.
We connect to your ATS, configure screening and scheduling, and replay past applications to compare recommendations with actual decisions and selection rates by group.
New applications are screened and interviews booked. Recruiters review every shortlist and rejection recommendation, and we log agreement and overrides.
We report time to interview, recruiter hours, candidate drop-off and selection rates by stage, and hand you a written go/no-go with audit-ready data.
| Criterion | Recruiters screen manually | ATS knockout filters or packaged AI | Stratgik build + run |
|---|---|---|---|
| Speed to shortlist | Days, depending on volume | Minutes | Minutes, with recruiter review of every shortlist |
| Criteria | Varies by recruiter | Vendor defaults or simple knockouts | Job-related criteria from your job analysis |
| Explanations | Rarely written down | Often a score only | Plain-language reason for every recommendation |
| Bias monitoring | Occasional EEO reporting | Varies; often vendor-run | Selection rates by stage, pause on drops, audit data |
| Best fit | Low volume or senior roles | Simple, stable roles with few criteria | Hundreds of applications per role across sites |
| Final decision | Recruiter | Can be automated | Always a recruiter or hiring manager |
Regulators in New York City, the UK and the EU now treat AI in hiring as something to audit, explain and supervise. Speed only helps if every decision is defensible.
Enter your hiring volume. Screening time saved and days cut from time to fill are assumptions; the pilot measures both from your ATS data.
Illustrative estimate using your inputs and stated assumptions, not a quote or guarantee. The pilot measures the real figure against your baseline.
21 days · one role family
per month · one role family in production
per month · multiple role families or countries
Model usage, SMS and cloud hosting billed at cost and reported monthly. Independent audit fees are paid to the auditor directly; taxes excluded. GBP and AED prices are indicative conversions from USD.
AI candidate screening is generally permitted, but several jurisdictions attach specific duties. NYC Local Law 144 requires a bias audit within a year of use, a public audit summary and candidate notice. The UK ICO expects data protection compliance and fairness monitoring, and the EU AI Act classes recruitment AI as high-risk. We design for these duties; your legal team confirms what applies where you hire.
Bias is reduced by design and then checked with data, never assumed away. Criteria come from a job analysis, protected characteristics are not inferred or used, and recommendations are explained. We track selection rates by stage and group using voluntarily provided data, pause a stage when rates diverge, and prepare the data an independent auditor needs. People still make every decision.
No. In our design the AI recommends and explains, and a recruiter or hiring manager makes every advance or rejection decision. Where a candidate does not meet a stated legal requirement, such as a driving licence for a driving role, the case is still reviewed by a person, and candidates have a route to ask for reconsideration or an accommodation.
It connects to your applicant tracking system through its API, reads new applications as they arrive and writes recommendations, reasons, interview bookings and notes back to the candidate record. Recruiters keep working in the ATS they already use. Workday, Greenhouse, iCIMS, SAP SuccessFactors and Bullhorn all offer APIs for this; we confirm the exact endpoints and permissions for your tenant in the first days of the pilot.
Stratgik's pilot is a fixed $14,000 over 21 days for one role family. Production runs at $3,000 a month per role family, and multi-role or multi-country programs start from $8,000 a month. Model and messaging usage is billed at cost, and independent bias audit fees are paid to the auditor. Use the calculator to compare with your screening and vacancy costs.
A production pilot takes 21 days for one role family: job analysis and baseline in the first few days, integration and a historical selection-rate check, then about nine days live with recruiters reviewing every recommendation. Adding more role families usually takes one to two weeks each, mainly for job analysis and criteria sign-off.
Book a 30-minute call with talent acquisition and HR. We will agree the role family, the criteria process and the one metric for a 21-day pilot.