Every inbound resume parsed, scored against the role and ranked by relevancy, so your team reviews a shortlist instead of a pile, with a human still making the decision.
AI resume screening on GetHirePlus reads every application as it arrives, pulls out skills, job titles, tenure and education, and scores the candidate against the role you are hiring for. Applicants are ranked by that score, and the result is saved on the candidate record in the built-in applicant tracking system.
That score sits next to the candidate's assessment results and interview transcripts, so the whole history is in one place. For a longer explainer, read what AI resume screening is and how it works.
The job it is doing is triage, not judgement. It decides what a recruiter looks at first. It does not decide who gets hired.
Inbound volume has changed shape. Greenhouse's hiring benchmark data, drawn from more than 640 million applications, puts the average at 244 applications per job in 2025, up from about 115 in 2022. Ashby has reported that open roles now draw more than 300 applications on average, roughly triple its 2021 level.
Recruiting teams have not grown at the same rate, so the same people are reviewing far more applications against the same time-to-fill targets. Ranking is the lever that works on that bottleneck directly. Our guide to screening 500 resumes without reading 500 resumes shows how teams set it up.
A relevancy threshold is the score a candidate has to clear before they advance. Candidates above it are surfaced for review or routed straight into the next stage: a candidate assessment, an AI phone interview or a live video interview. The threshold is a setting you own, per role, and changing it is the main dial you have.
Two failure modes are worth naming. Set the bar too high and you compress a pipeline you may not be able to refill, especially in a narrow talent market. Set it too low and nothing has been triaged. The approach that survives contact with reality is to start permissive, sample the candidates falling just below your line, and tighten only once that sample stops containing people you would have interviewed.
Screening is a selection procedure. In the US, selection procedures with a disparate impact must be job-related and consistent with business necessity under Title VII of the Civil Rights Act, and some jurisdictions add their own bias-audit and notice requirements. In the EU, the EU AI Act classes AI systems used to screen or evaluate job applicants as high-risk (Annex III). Those obligations were scheduled to apply from 2 August 2026; check the current timeline, as the EU has proposed changes to it. Our EU AI Act hiring guide has more detail. Keep a named human reviewer who can override an automated result, and keep a record of the criteria each role is screened on.
Automated screening has two well-documented failure modes, and a page that skipped them would not be much use to anyone.
Adoption is rising anyway. SHRM's 2025 Talent Trends research found AI use in HR tasks rose from 26% of organisations in 2024 to 43% in 2025. Teams tend to get more from it when they treat it as a ranking aid with a person on the other end; our post on whether AI should reject candidates automatically goes into why.
Screening is the first stage of a pipeline that stays inside one system. AI resume screening ranks inbound applicants against your relevancy threshold. A candidate assessment tests the skill the resume only claims. An AI phone interview (24/7, 8+ languages, full transcript and scores) or a live video interview covers the shortlist, and offer letter generation with post-offer document collection closes the hire.
Because every stage writes back to the same ATS, the resume score, the assessment result and the interview transcript sit on one record instead of in three tools you have to reconcile. Talent search then lets you go back through everyone you have already screened when the next similar role opens, which is usually the cheapest pipeline you have.
Comparing this with screening inside a standalone ATS? See GetHirePlus vs Greenhouse, or check GetHirePlus pricing.
AI resume screening is software that reads every inbound application, extracts structured information from it (skills, titles, tenure, education) and scores each candidate against the requirements of a specific role. Instead of a recruiter opening resumes in the order they arrived, the system ranks applicants by relevancy so the shortlist is reviewed first. On GetHirePlus the resulting score sits on the candidate record inside the applicant tracking system, next to their assessment results and interview transcripts.
Each resume is parsed and scored against the role you are hiring for, producing a relevancy score. You set a relevancy threshold for the role, and candidates above it are surfaced for review or moved automatically into the next stage: an assessment, an AI phone interview, or a live video interview. The threshold is yours to set and change; it is not a fixed pass mark imposed by the platform.
A relevancy threshold is the minimum score a candidate must reach before they advance. Set it too high and you shrink a pipeline you may not be able to refill; set it too low and you have not reduced the review burden at all. The practical approach is to start permissive, review a sample of candidates who fall just below the line, and tighten only once you can see you are not losing people you would have interviewed.
Application volume has risen sharply. Greenhouse's hiring benchmark data, drawn from more than 640 million applications, puts the average at 244 applications per job in 2025, up from about 115 in 2022. Ashby has reported that open roles now draw more than 300 applications on average, roughly triple its 2021 level. Recruiting teams have not grown at the same rate.
It can. A model trained on historical hiring decisions can reproduce the bias in those decisions, and scoring criteria can act as proxies for demographic characteristics. A 2024 peer-reviewed audit by Wilson and Caliskan found that the language-model resume screeners it tested favoured White-associated names in 85.1% of cases. This is why screening should be configured against explicit job-related criteria, audited on your own data, and reviewed by a person, not treated as a settled question because a vendor says so.
Yes, and it happens in practice. In SHRM research published in 2022, 19% of organisations using automation or AI in hiring said their tools had overlooked or screened out qualified applicants. The mitigations are practical: keep the threshold conservative, periodically review a sample of below-threshold candidates, and keep a named human who can override an automated outcome.
They should be. GetHirePlus ranks and scores candidates; it does not make the hiring decision for you. Every scored candidate remains visible and reviewable in the applicant tracking system, and thresholds can be adjusted or ignored. Keeping a human decision-maker in the loop is also what many candidates expect, and some regulations require human oversight.
Disclosure obligations vary by jurisdiction. Under the EU AI Act, AI systems used to screen or evaluate job applicants are classed as high-risk, with those obligations applying from 2 December 2027 after the Digital Omnibus on AI (Regulation (EU) 2026/1744) moved them from 2 August 2026, and some US jurisdictions have their own notice and audit rules. Check the rules that apply where you hire. Disclosing that AI is used in initial screening costs little and is a sensible default.
A typical GetHirePlus flow is: AI resume screening ranks inbound applicants against a relevancy threshold, a candidate assessment tests skill, an AI phone interview or live video interview covers the shortlist, and offer letter generation plus post-offer document collection closes the hire. Every stage writes back to the same applicant tracking system, so the resume score, assessment result and interview transcript sit on one candidate record.
GetHirePlus has three plans with no minimums and no setup fee. Starter is free ($0/month); you add a credit card and AI interview usage is billed at $0.14/min (₹12). Growth is $100/month plus AI interview usage at $0.09/min (₹8), with unlimited interview time and unlimited users. Enterprise is custom. See the pricing page for what each plan includes.
Score and rank every inbound resume against the role, and review the shortlist first.
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