59% filtered before interview
Across driver, pick-packer, and graduate logistics roles, Sands Fridge Lines used structured pre-screening to remove unsuitable applicants before recruiter interviews.
Read the Sands Fridge Lines storySmart candidate pre-qualification
Stop screening every applicant. Start with the people worth reviewing.
Build a role-specific first step that checks must-haves, collects the right evidence, and routes each applicant to progress, review, or filter out—before your team opens every CV.
- Must-have questions for every role
- Automatic progress, review, or filter
- One consistent first step for every applicant
- Human control over every edge case
Example workflow
Candidate decision routing
Must-haves checkedEdge cases queuedNext step ready
A faster first pass can still feel human
Move the queue without turning candidates into a checkbox.
“Talking to Alex, the AI, was such a unique experience. It felt seamless and surprisingly engaging.”
How pre-qualification works
Build the screen once. Let every applicant follow the right path.
Start with the real requirements for the role, turn them into a clear candidate experience, and decide what should happen after each answer.
Turn the real requirements for the role into must-have, multiple-choice, short-answer, rating, and file-upload questions. Start with the checks your recruiters repeat for every applicant.
One role-specific standard, agreed before applications arrive.
Question builder
Step 01
Mix knockout questions with richer evidence where context matters.
Ready to stop opening every application first?
Start with one role and a short list of genuine must-haves.
Proof from high-volume hiring teams
The first-pass bottleneck is measurable—and fixable.
From 10+ days to 20 minutes
GTS turned SEEK applications into a structured top-of-funnel, qualifying 36% of candidates and shortlisting 19% in a fraction of the previous time.
Read the GTS story
38+ hours saved per hire
Pet Circle used an always-on first screen for delivery and forklift-driver hiring, giving candidates more flexibility while returning review-ready evidence to the team.
Read the Pet Circle storyStart with one role
Prove the workflow. Expand it when it works.
Choose a role with clear must-haves, map the decision paths, and let your team review the first results before rolling the pattern out further.
Questions, answered
Questions before you roll this out
Can we use different pre-qualification questions for each role?
Yes. You can build different forms, must-have checks, and routing logic for each role so retail, support, technical, and compliance-heavy hiring can all follow different rules.
What happens to candidates who are not a clear yes or no?
They can stay in a manual review path. Strong matches move forward automatically, clear mismatches can be filtered out, and recruiters still keep control over edge cases.
Will this feel robotic for candidates?
It should feel clearer, not colder. The goal is to remove unnecessary recruiter back-and-forth while giving candidates a simple application flow and a more explicit next step.
Should we start free or book a walkthrough?
Start free when your screening rules are already clear and you want to test a role quickly. Book a walkthrough when you want help shaping knockout questions, routing logic, or rollout before launch.