Read applications and CVs
All formats — including the creative ones recruiters dread.
CANDIDATE SCREENING AUTOMATION
Screen every applicant properly — before recruiters burn their day.
Applications pile up faster than anyone can read them properly. SpielOS reads each CV, extracts the facts that matter, compares them against the role's explicit criteria, prepares honest candidate summaries, and ranks them for recruiter review — so human judgment starts from a shortlist, not an inbox.
Today, by hand
The work nobody was hired to do.
- 1
Open application #47 of the day
- 2
Skim the CV looking for the must-haves
- 3
Try to remember what role this even was
- 4
Copy basics into the ATS inconsistently
- 5
Write rough notes you'll disagree with later
- 6
Shortlist based on who you saw most recently
- 7
Lose good candidates in the pile because fatigue won
Screening volume punishes thoroughness. Read every CV properly and you drown; skim and the best candidates vanish into the pile. Fatigue, not judgment, makes the cut.
What changes
Same process. No checklist manager.
Before
Recruiters triage applications in stolen minutes between calls — and screening quality depends on what time of day it is.
With SpielOS
Every application gets the same careful read: structured extraction, explicit-criteria comparison, a factual summary, and a ranking that explains itself. Recruiters spend their time judging shortlisted humans, not formatting chaos.
How the workflow runs
Actual states. Actual actions.
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Application in
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Facts extracted
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Criteria compared
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Summary prepared
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Ranked for review
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ATS updated
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Next steps triggered
What it automates
What candidate screening automation does.
Extract structured profiles
Experience, skills, locations, rights to work, education — as clean data.
Compare against explicit criteria
The role's real must-haves and nice-to-haves, defined by the recruiter.
Retrieve relevant past candidates
Surfaces previous applicants who now fit a new role.
Prepare candidate summaries
Factual, comparable briefs: what they've done against what the role needs.
Rank for recruiter review
Ordered shortlists with reasoning — never an opaque score.
Update the ATS or CRM
Consistent records created for every applicant automatically.
Coordinate next steps
Interview scheduling and status follow-ups handled by the workflow.
No migration
Works with the tools you already use.
The workflow runs on top of your current stack — we connect to it; we do not replace it.
Plus your ATS, CRM, or internal systems where an integration is genuinely supported.
Who this is for
Built for teams where this work repeats weekly.
Recruitment agencies
Screening volume is the business model's bottleneck.
Internal recruiting teams
Roles open for weeks because review lags applications.
Staffing businesses
Fast, consistent screening across many simultaneous roles.
Run by an AI department:
AI marketing department
Human boundaries
Automate the repetition. Keep the judgment.
Runs on its own
- Reading, extraction, criteria comparison, and summarizing
- Ranking with transparent reasoning for review
- ATS record creation and status upkeep
- Screening-stage communication logistics
Stops for a human
- Every hiring decision, interview, and rejection
- Judgment about culture, potential, and fit beyond criteria
- Any candidate communication that carries good or bad news
Hiring decisions change lives, so they stay human — completely. The automation reads and organizes; recruiters evaluate, interview, and decide.
Questions
Candidate Screening Automation, answered.
It reads every application, extracts structured candidate facts, compares them against the role's explicit criteria, prepares comparable summaries, and ranks them for recruiter review — so recruiters judge a shortlist instead of an inbox.
Never. It organizes and summarizes; recruiters make every decision. Ranking exists to direct attention, and its reasoning is always visible.
Comparisons run only against the explicit, job-related criteria you define. Summaries are factual rather than evaluative, and humans review every recommendation before anything happens to a candidacy.
It creates and maintains consistent candidate records in the systems you use; deep ATS integrations are added where genuinely supported rather than claimed generically.
Keep exploring
Related workflows.
Start with one workflow
Show us the workflow you want off your plate.
Walk us through how it works today. We will map what can be automated, what should stay human, and what the implementation would require.
Apply — Free Review