Screenz
AI-led candidate interviews, ranked shortlists, and hiring evidence for every role
About Screenz
Screenz is an AI hiring intelligence platform that runs automated first-round candidate interviews, scores every applicant against your role criteria, and returns a ranked shortlist backed by transcripts and explicit reasoning. It connects to 65+ applicant tracking systems so interview links go out automatically when someone applies and results flow back into the ATS as notes. Screenz also captures post-hire check-in and retention signals, feeding outcomes back into its scoring model so later shortlists reflect what actually predicted success in your organization.
Pros & Cons
Pros
- Screens every applicant automatically instead of leaving strong candidates sitting in a review queue for days
- Adaptive conversational interviews with real-time follow-up questions, rather than the fixed prompts and hours of footage of one-way video tools
- Every score is backed by transcript evidence and explicit reasoning, so hiring teams can audit and challenge the AI's assessment
- Built-in integrity checking flags inconsistent or likely AI-assisted candidate answers
- Unlimited seats and unlimited interviews on every paid plan, so cost does not scale with team size
- 65+ ATS integrations push scores, transcripts, and rankings back into existing workflows without process changes
- Published customer case studies with specific outcomes, including a 59% time-to-fill reduction (73 to 30 days) at Wolfe and 75% faster time-to-fill at Huston-Tillotson University
Cons
- Expensive entry point for small teams: the cheapest plan is $749/mo annually ($899/mo monthly) and covers only 2 active roles
- Pricing is capped by active roles rather than seats or volume, so teams with many simultaneous openings hit tier limits quickly
- ATS integration is gated behind the $1,250/mo Hiring Pipeline tier and unavailable on the entry plan
- The free offer is a 10-screening trial, not an ongoing free plan
- Founded in 2024 with a small team, and independent review coverage on G2 and Capterra is still thin
- The post-hire intelligence loop only pays off after months of accumulated hiring and retention data, so early value is limited to speed
- AI-conducted screening is a poor fit for senior or executive searches and may deter candidates who object to being interviewed by software
Key Features
AI-led adaptive interviews
Conducts structured, role-specific conversational interviews with every applicant, probing follow-up questions in real time rather than serving a fixed list of one-way video prompts.
Candidate scoring and ranking
Scores each answer against your role criteria and produces an overall score with a ranked candidate list, splitting responses into strong areas and areas to probe.
Full text and audio transcripts
Every interview is captured as searchable text and audio, so hiring teams can read the evidence behind any score instead of watching hours of footage.
Interview integrity checks
Automatically scans responses for consistency and authenticity, flagging sudden shifts in register, absence of personal voice, or suspiciously complete topic coverage.
Hiring dashboard
Single view of every open role, completed interviews, candidate volume, screening velocity, average time-to-fill, and pipeline bottlenecks.
65+ ATS integrations
Connects via API to Greenhouse, Lever, BambooHR, Workday, iCIMS, JazzHR, SmartRecruiters, Workable, Teamtailor, Zoho Recruit, SAP SuccessFactors, UKG Pro and more, with results written back as notes.
Intelligence loop
New-hire check-ins and retention signals are tied back to interview answers, so the platform learns which responses actually predicted successful hires and surfaces stronger matches over time.
Reviewer decisions and ratings
Hiring team members rate candidates, record advance or reject decisions, and leave notes alongside the AI score, with results exportable for the wider team.
On-demand candidate experience
Candidates complete the interview on their own schedule with no scheduling back-and-forth or phone tag, which Screenz reports drives a 95% average completion rate.
HRIS integration and custom model training
Higher tiers add HRIS connectivity, and Enterprise includes an AI model trained on your organization's own hiring history and success patterns plus SSO and advanced security.
Pricing
- 10 free screenings
- No credit card required
- Structured AI interviews
- Transcripts and candidate scoring
- Unlimited team seats
- Billed annually ($899/mo billed monthly, saves $1,800/year)
- 2 active roles
- Unlimited seats
- Unlimited interviews for active roles
- Full text and audio transcripts
- Candidate scoring and ranking
- Interview integrity / cheat detection
- Billed annually ($1,500/mo billed monthly, saves $3,000/year)
- Everything in Active Hiring
- Up to 5 active roles
- ATS integration (65+ systems)
- Cross-role pattern learning
- Billed annually ($3,000/mo billed monthly, saves $6,000/year)
- Everything in Hiring Pipeline
- Up to 10 active roles
- HRIS integration
- Premium onboarding and support
- Dedicated success manager
- Everything in Hiring Ops
- Custom AI model training on your hiring history
- SSO and advanced security
- Dedicated account team
- Custom SLA and uptime guarantees
- Prioritized feature requests
Best For
High-volume applicant screening
Talent teams facing hundreds or thousands of applicants per role interview every one automatically and receive a ranked shortlist instead of triaging resumes by hand.
Replacing recruiter phone screens
Removes scheduling back-and-forth and inconsistent first screens by giving every candidate the same structured interview, freeing recruiters for later-stage conversations.
Healthcare and insurance shift hiring
Fast-moving, high-turnover environments where speed and quality both matter use Screenz to compress time-to-hire; one health insurance customer reports 6.5x faster time-to-hire.
Higher education and public sector HR
Small HR departments with long approval cycles use automated screening to cut time-to-fill without adding headcount, as at Huston-Tillotson University.
Standardizing interview quality across recruiters
Organizations where different recruiters ask different questions and apply different standards use Screenz to enforce one consistent, evidence-backed evaluation per role.
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