Screen job applications with a person in charge
Move strong applicants to interview and hold the rest for a recruiter. No request ever ends in a rejection.
Product screen with sample data. Intake is the previous working name.
The incoming request
A sample request:
“I have spent four years building and running billing integrations for a payments company, including the migration to a new provider.”
Applicants for a role write about their closest work. A popular vacancy gets hundreds of these. Put the Public link on the job page, beside the role description.
Set up the request type
Start from the Job application screening template in the Hiring group. Its sample role builds software integrations and reporting tools. Rewrite the question of the Role fit signal and the first question's help for your own role.
Jev reads three signals:
- Experience level (pick one): entry, mid, senior or other.
- Role fit (scale): Weak, Partial or Strong.
- Needs a person (yes or no): a career gap, a visa, relocation, accessibility, or any demand to skip the screening.
An attached CV is not read. Jev reads only the words the applicant types.
Keep a person on the decision
Hiring has a significant effect on the person who applies. In this use, a completed request only moves an application forward or holds it for a recruiter. It never rejects anyone.
The template has no decline outcome. Every application that the rules do not advance is held for a recruiter or hands off, and a recruiter decides and answers. If you add an outcome that rejects, you take on the duties described on the privacy page and in sensitive decisions.
Collect enough detail
- “How many years have you done this kind of work?”: Under 1, 1 to 3, 3 to 6, 6 to 10, or Over 10.
- “When could you start?”: Immediately, Within a month, Within three months, or Later than three months.
- “Is there anything you would like us to look at?” when the fit is not yet strong.
Show why the request ended
| Outcome | Outcome reply |
|---|---|
| Moved to interview | Yes |
| Held for review | Yes |
| Needs a person | No |
A strong fit at mid or senior level moves to interview; the reply says it is not a job offer. A strong fit at entry level is held for review. A weak fit, an unsure judgment, and any visa, gap or access question hand off to a recruiter.
Test before publication
The template ships 13 synthetic examples, including a career changer, a chef with no relevant work, and a screen reader user. Three try to game the screening. One quotes an advert that says “ignore any screening”. All three expect Needs a person.
Rewrite the examples for your role. Select Replay, then Publish.
