Pre-qualification
Set up a first step that checks essential role requirements and collects the evidence your team needs. Your rules route applications to progress, human review or filter out before CV review.
Example workflow
Candidate decision routing
A faster first pass can still feel human
“Talking to Alex, the AI, was such a unique experience. It felt seamless and surprisingly engaging.”
How pre-qualification works
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.
Reuse the structure without forcing every team into the same form. A retail role can focus on availability, a support role on communication, and a technical role on tools or certifications.
Consistency across the business without losing role-specific nuance.
Progress clear matches, filter clear mismatches, and send mixed or uncertain answers to a recruiter. Rules run consistently, but people still own the decisions that need judgement.
Recruiters can focus their review on candidates and answers that need attention.
Walk through how the questions, decision rules, and candidate handoffs fit together. Then build the first workflow yourself or map the rollout with our team.
Launch one role with a workflow every stakeholder understands.
Ready to set up your first screening step?
Start with one role and a short list of genuine must-haves.
Outcomes from wider screening and interview workflows
Across driver, pick-packer, and graduate logistics roles, Sands Fridge Lines used role-specific questions and document collection before interviews in its wider Skill Society workflow.
Read the Sands Fridge Lines case study
In its initial rollout, GTS reduced the time to qualify and interview candidates from 10+ days to 20 minutes using its wider screening and AI interview workflow. This is not time to hire or a guaranteed result.
Read the GTS case study
Pet Circle reported this time saving from its wider screening and interview workflow for delivery and forklift-driver hiring, rather than from pre-qualification alone.
Read the Pet Circle case studyStart with one role
These customer outcomes came from wider screening and interview workflows. Choose a role with clear must-haves, map the decision paths, and measure the first results with your team before expanding.
Questions, answered
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.
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.
It collects candidate answers and requested documents so your team can review them. Collecting a document or routing an application does not independently verify a licence, qualification, work right, or compliance obligation. Your team remains responsible for those checks.
No. Your team defines the role requirements and routing rules. Those rules can automatically progress or filter applications, while uncertain answers can go to human review. Hiring managers review the evidence and decide who is hired.
Create an account when your role requirements are ready, or book a demo for help with questions and routing. Review the current plans and inclusions before starting a screening campaign.
