HireOS Screen
Available nowScreen 100 CVs in minutes, not hours.
Paste the job description, drop in the pile, and read a ranked shortlist with the reasoning already written.
The Screenworkspace, rebuilt from the application’s own components rather than screenshotted. Illustrative data.
The problem
What this replaces
A recruiter opens the inbox on Monday and the morning is gone. Skim, guess, shortlist, repeat — and the strong candidate at number 74 never gets the attention the fourth one got.
What it does
Everything a recruiter would have done by hand.
One rubric, built before any CV is read
The job description becomes a fixed list of weighted requirements, so every candidate is measured against the same yardstick instead of criteria that drift as the batch goes on.
Evidence, not vibes
The model judges each requirement met, partial or missing — and every “met” has to carry a verbatim quote from the CV. Confident wording earns nothing.
Scores computed in code
The number is arithmetic over those verdicts, not a figure the model invented. The same CV always scores the same, and a missing must-have caps the result instead of being averaged away.
Interview questions written for the gaps
Technical, behavioural and scenario questions aimed at this candidate's specific gaps and unverified claims — not a generic list you could have found anywhere.
Exports your client will actually read
A clean PDF shortlist to send to a client, and an Excel sheet for the team to work from. One click each, with the scores, the bands and the evidence already in them.
Duplicates and unreadable files caught
The same CV uploaded twice into a role is caught and never screened — or billed — again, and a scanned image-only CV is rejected by name rather than counted as an empty candidate.
The audit trail
Every score opens to the line in the CV behind it.
Ask HireOS why one candidate ranks above another and you get a requirement, a verdict, and the quote it came from. Not a number, and not a paragraph of confident prose — the actual sentence in the actual CV.
That is what makes a shortlist defensible to a client, and what lets a recruiter check a score in five seconds instead of trusting it.
Rahul Sharma
94% · Strong match5+ years professional Javamust have
“Backend engineer with 7 years building distributed payment systems”
Apache Kafka, event-driven architecture
“migration of the payments ledger to event-sourced Kafka pipelines handling 40k events/sec”
AWS (EKS, RDS or equivalent)
“12 Spring Boot microservices on AWS (EKS, RDS, SQS)”
Experience mentoring junior engineers
“Mentored four junior engineers”
Terraform in production
Not evidenced anywhere in the CV.
The rest of HireOS
One suite. One login. Shared candidates.
Every module works off the same people and the same evidence. Shortlist someone here and they are already waiting in the next one.
- ScreenAI screening
Rank a pile of CVs against a job description, with the evidence behind every score.
You are here - MatchCandidate matching
Score a new role against the people you have already screened, before you advertise it.
Available now - OutreachCandidate communication
Drafts the approach, the chase and the rejection. A recruiter approves before it sends.
Available now - InterviewInterview scheduling
Slots, invitations and reminders, without the six-message thread to find an hour.
Available now - KnowledgeHiring knowledge
What each client actually wants, learned from the roles you have filled for them.
Available now - AnalyticsPlacement metrics
Time to shortlist, submission to interview, and which roles are quietly stalling.
Available now - AgentAutonomous recruiter
One instruction. It writes the role, screens the pile and books the interviews you run.
Available now See them on your own role
Twenty minutes, your job description, your CVs. A 7-day trial after.
Book a call
The offer
Put one real role through it.
Take a vacancy you are working right now and the CVs already in your inbox. If the shortlist matches what your recruiter would have picked, you have your answer.
- 1Twenty minutesYou bring one live role. We look at it together — no deck, no discovery questionnaire.
- 2Set up on the callYour job description becomes a rubric while you watch, and your own CVs go through it.
- 3Then 7 days aloneYou run it on real work and judge it on the shortlist, not on anything we said.