Screening
Every applicant evaluated against your top performer profile before a recruiter sees them.
The operational problem
Screening at high-volume operations gets handled in one of two unhelpful ways. Either a recruiter spends most of the week reading applications that don't go anywhere, or screening is offloaded to a generic ATS rule that throws out half the people you would have wanted to hire. Neither produces a useful short list.
How Array HQ solves it
Screening evaluates every candidate against the top performer profile for the job they're applying to. Recruiters open the candidates list and see only the candidates worth their time — already ranked, with the reasons behind the rank visible. The bar isn't a generic resume filter. It's "would this person look like one of your top performers at this site."
How it works
Where screening sits
Screening runs between sourcing and the recruiter queue. The sourcing agent surfaces candidates; the screening agent scores them against the profile; recruiters review the scored list.
What the screening agent looks at
The screening agent reads the candidate's application and any data the candidate has shared:
- Work history relevant to the role.
- Role tenure at comparable operations.
- Geographic fit for the job location.
- Demonstrated operational behaviors when available.
It produces a match score and a short list of signals — the "why" behind the score. No black box.
What recruiters do
Recruiters open the candidates list filtered by job. The screening pass has already happened. From here:
- Top-ranked candidates are surfaced first.
- A recruiter can open any candidate and see the signals.
- A recruiter can override the score — moving a candidate forward, marking them not-a-fit, or sending them to a different job. Every override is recorded.
The override data feeds back into profile refinement.
What you'll be able to do
- Give a recruiter a short list of evaluated candidates each morning instead of a queue of raw applications.
- See, for every candidate, the specific signals behind the score.
- Catch profile drift early when recruiters consistently override the score in one direction.
Key terms
| Term | Meaning |
|---|---|
| Screening | The evaluation pass between sourcing and the recruiter queue. |
| Screening agent | The autonomous worker that scores candidates against the profile. |
| Match signals | The observable factors behind a candidate's score. |