Every applicant answers. Every answer gets graded. You interview the short list.
Resumes don’t tell you everything. Answers do. Point us at any role you’re hiring for, and every applicant works through real questions built for that job. The hiring intelligence grades every response against your bar, emotionlessly, and hands you a ranked short list of the people who proved they’re worth your time. Most hiring tools collect applications. This one tests people.
- Built for roles you hire again and again: field techs, cleaners, CSRs, crew, office staff
- Low-effort applicants filter themselves out. Only effort and quality reach you.
- One standard across every location, from one agreement with the home office
- Usage-based pricing that scales with your organization
Test It on One Role, Free for 14 Days
Tell us a role you're hiring for right now. We'll put it in the system and run your applicants through the screen, free. The clock starts when your first applicant enters, not at signup.
Everything before the interview, done for you.
From first application to ranked short list, the screen handles it all. Here’s exactly what happens when a role turns on.
We set your bar together
Tell us the role and what qualified looks like for your business. We configure the screen to your exact parameters. You do this once per role.
Your applicants get the screen
Everyone who applies gets a link. They answer structured, role-specific questions on their own time. Motivated candidates finish in a day or two.
The hiring intelligence grades every answer
Each response is graded against your bar. Same standard for every applicant, every time. No gut feel, no bias, no bad-mood Fridays.
You get the short list
A ranked list of the people who cleared your bar, with their graded answers attached. You book the face-to-face interviews. That’s your whole job.
Powered by BrunoIQ hiring intelligence
From first applicant to short list, day by day.
Setup call
We configure your role together: the questions, the bar, the dealbreakers. Takes about 30 minutes. Then you point your applicants at the screen from your job post, your inbox, wherever they come from.
Applicants start answering
The serious ones finish fast. The ghosts and tire-kickers quietly disappear, which is the system working, not failing.
Grades roll in
You can watch the ranked list build in real time. Every applicant, every answer, every grade, in one place.
Short list in hand
You sit down with a ranked short list of the most qualified people in the pool. Book your interviews. If the role’s still open next month, leave it on. If the seat is filled, turn it off.
This is what lands on your desk.
Not a pile of resumes. A ranked short list with graded answers behind every name.
| Candidate | Written Screen | Video Interview | Overall | Status |
|---|---|---|---|---|
| Marcus T. | 91 | 86 | 88 | Shortlisted |
| Danielle R. | 88 | 82 | 84 | Shortlisted |
| Jorge M. | 79 | 83 | 81 | Shortlisted |
| Kevin W. | 80 | 74 | 76 | Shortlisted |
| Alicia B. | 73 | 77 | 75 | Shortlisted |
Sample data for illustration. Written answers and recorded interview responses are graded separately, then weighted into one overall score. The other 26 applicants either didn’t finish the screen or didn’t clear the bar, and none of them cost a manager a minute.
And behind every name on it, this.
A full dossier per candidate: the score with its honesty band, what the review panel saw, every recorded answer, and the exact questions to ask in the live interview. The hiring intelligence writes the file. You read it in two minutes and walk in prepared.
Live product, demo workspace, sample candidate.
The resumes got smarter. Did your screen?
AI writes resumes now, and it’s very good at it. They’re polished, they’re tailored, and they say exactly what you want to hear, because they were generated to. Across an organization taking hundreds of applications a month, nobody can tell who wrote what anymore. The paper signal is gone.
So we fight AI with AI. The hiring intelligence doesn’t read claims, it tests people: real questions, written and spoken answers, recorded and graded against your bar. A generated resume can say anything. A recorded answer has to survive being said out loud. That’s how you protect the integrity of your pipeline while everyone else interviews fiction.
The guarantee is on the front end: test it on one role, free for 14 days.
Judge a real body of work before anything is signed.Put a role from your own system through the screen. Fourteen days is enough to run multiple candidates through, and every answer is recorded and graded, so what you’re judging is on the record, not in a demo. The clock starts when your first applicant enters the screen, not at signup, so a slow week of applications can’t burn your test.
One agreement through the home office, priced to your organization. Larger organizations are priced differently than smaller ones, and every location screens to the same bar.
- Unlimited applicants screened per role
- Roles turn on and off as locations hire
- One agreement, one invoice, zero location-by-location selling
- Recalibrate any role’s bar anytime, at no cost. It’s your system.
The screen owns the grind. The hiring call stays yours.
What the screen owns
- Nobody reaches your short list without answering real questions and clearing your bar
- Every applicant graded on the same standard, with zero gut feel
- The time-wasters filter themselves out before you ever see them
- An entire applicant pool screened in minutes, no matter the volume
What stays yours
- The interview, the offer, and the final call. Owners make every hiring decision.
- Culture and fit on the ground. You know your shop; the screen makes sure your time only goes to people who earned it.
- Your applicant flow. We screen the applicants you attract; see the FAQ.
What owners ask before they start.
Where do the applicants come from?
From wherever they already come from: your job posts, job boards, referrals, walk-ins, the stack in your inbox. We screen the applicant flow you already have, we don't replace it. If people are applying and your locations are drowning in sorting them, this is for you.
What if applicants don't want to answer questions?
Some won't, and that's the product working. The applicant who won't put fifteen minutes of real effort into getting the job is the same person who won't show up on Tuesday. The screen filters for effort and quality before you ever spend yours.
What roles can you screen?
Any role you hire for repeatedly: field technicians, cleaners, customer service reps, dispatchers, crew leads, office staff. The questions are built for the specific role, not generic.
How does pricing work?
Screening is priced by usage and sold as a network program through the home office. One agreement, one invoice. Larger organizations are priced differently than smaller ones, and locations turn roles on as they hire without buying anything themselves.
How does this roll out across our locations?
Through the home office, not location by location. We set the standard together once. From there, locations activate roles as they hire, and the network dashboard shows the home office how hiring is going everywhere. Zero rollout burden on your operators.
How do we try it before committing?
Test it on one role, free for 14 days. Put a real role from your own system through the screen: enough time to run multiple candidates through and judge a full body of graded work. The clock starts when your first applicant enters the screen, not at signup, so a slow week of applications can't burn your test.
Does AI make the hiring decision?
No. The engine grades every answer against your bar and hands you educated, science-backed assessments and recommendations, with every grade backed by a recorded answer. You decide who advances from the short list, and you make every hire. Always.
Who do you work with?
Franchise networks, enterprise organizations, and multi-location operators that hire at scale, plus recruiting and staffing agencies that want their own candidate flow screened to one standard. Programs run at the network level through the home office, not location by location.
Who is this NOT for?
One-off, single-seat hiring. If you're filling one seat and you're done, or you hire once in a blue moon, you won't get your money's worth, and honestly, we'd rather tell you that now. This is built for organizations where the hiring never stops.
Rather hand the role over entirely?
If the work is repeatable and process-driven, you may not need to run the hire at all. Go white-glove: we staff the role with a Remote Professional and manage it every day.
Your next short list is one free test away.
Point the screen at a role you’re hiring for right now, free for 14 days. By the end of it, you’ll have a ranked short list of the people worth meeting, with the graded answers to prove it.
Start My 14-Day Test