AI Candidate Screening That Actually Reads Resumes
AI candidate screening replaces the part of recruiting that gets dropped first when the inbox fills up — reading every resume against the actual job, not the keyword filter. The Arahi agent parses applications, scores them with explainable rationale, cross-checks LinkedIn and GitHub, drafts the advance or rejection email in your voice, and books the first-round interview when the candidate clears screen. Built with EEOC, OFCCP, GDPR, and NYC Local Law 144 controls in the scoring pipeline — so the audit log is ready before a regulator asks.
What an AI candidate screening agent does
Six jobs the agent runs unattended. Each one is something a recruiter or hiring coordinator does manually, every requisition.
Reads resumes against your specific job requirements
Parses every resume — PDFs, DOCX, scanned images, LinkedIn exports — against the documented requirements you set: skills, years of experience, certifications, location, work-authorization. Unstructured layouts and creative formats don't break it.
Scores candidates with explainable rationale
Every score comes with the line items behind it: which requirements matched, which didn't, and which were inferred. Hiring managers see exactly why a candidate placed where they did, and candidates can request the rationale on appeal.
Pulls public profiles — LinkedIn, GitHub, portfolios
Cross-checks the resume against public LinkedIn, GitHub commits, Stack Overflow answers, and personal portfolios. Flags employment-history mismatches and surfaces signal you'd otherwise miss (a senior IC writing OSS in the exact stack you're hiring for).
Drafts personalized advance / rejection emails
Reads the candidate's profile and writes a reply tuned to their experience — not the generic ATS template. Rejection emails reference the specific gap, advance emails reference what stood out. Your team approves before send.
Schedules first-round interviews across calendars
Once a candidate clears screen, the agent proposes slots that work for the candidate and the panel, sends the invite, and books the conferencing link — no recruiter-coordinator handoff.
Tracks pipeline status and flags ghosting risk
Monitors stalled candidates, no-shows, and slow-responder patterns. Pings the recruiter when a top-scoring candidate hasn't been touched in 5 days, or when a candidate has been replied-to but is going quiet.
Compliance built in, not bolted on
The same legal frameworks that govern human screening apply to AI screening — and most of the lawsuits are about the same thing: did the screening discriminate against a protected class. The agent is built to leave a clean audit trail.
EEOC adverse-impact rules (Title VII)
The four-fifths rule treats a selection rate below 80% of the highest-rate group as presumptive evidence of disparate impact. The agent logs every scoring decision so you can run impact-ratio reports in any pay period without retroactively rebuilding the data.
OFCCP requirements (federal contractors)
Self-identification of demographic data is collected separately from the scoring pipeline and is never visible to the agent at score time. Applicant-flow data exports to OFCCP-compliant CSV for affirmative-action plan reporting.
GDPR Article 22 (EU candidates)
The agent does not make the final hiring decision. It produces a ranked recommendation with explainable rationale; a human approves or rejects every advance. Candidates can request the rationale, contest the screen, and have it re-run with corrected data.
NYC Local Law 144 (since July 2023)
Bias audits are required for automated employment decision tools used on NYC candidates. The agent ships with a four-fifths bias-audit hook that exports the required impact-ratio report on demand, plus the candidate-facing notice template.
Bias controls — what the model never sees
Before scoring, the parser redacts name, photo, address, school graduation year (age proxy), gendered pronouns, and country of origin. The scoring rubric is anchored to documented job requirements only — skills, years, certifications — not inferred personal characteristics. The model has no access to the demographic data collected for OFCCP reporting.
We don't promise a screening agent that's bias-free; no AI system is. We promise one designed to be auditable — where a flagged outcome triggers a real review instead of a settlement.
AI candidate screening by industry
Industry-specific guides cover the role types, certification requirements, and the regulatory frameworks that change the screening rubric in each vertical.
- AI candidate screening for Healthcare
- AI candidate screening for Real Estate
- AI candidate screening for SaaS
- AI candidate screening for E-Commerce
- AI candidate screening for Finance
- AI candidate screening for Insurance
- AI candidate screening for Legal
- AI candidate screening for Education
- AI candidate screening for Manufacturing
- AI candidate screening for Logistics
- AI candidate screening for Hospitality
- AI candidate screening for Automotive
- AI candidate screening for Construction
- AI candidate screening for Recruitment
- AI candidate screening for Media & Publishing
- AI candidate screening for Nonprofit
- AI candidate screening for Telecommunications
- AI candidate screening for Energy
- AI candidate screening for Agriculture
- AI candidate screening for Fitness & Wellness
- AI candidate screening for Consulting
- AI candidate screening for Banking
- AI candidate screening for Pharmaceuticals
- AI candidate screening for Retail
- AI candidate screening for Travel & Tourism
- AI candidate screening for Food & Beverage
- AI candidate screening for Cybersecurity
- AI candidate screening for Government
- AI candidate screening for Accounting
- AI candidate screening for Dental
- AI candidate screening for Veterinary
- AI candidate screening for Property Management
- AI candidate screening for Cleaning Services
- AI candidate screening for Home Services
- AI candidate screening for Digital Marketing
- AI candidate screening for Event Management
- AI candidate screening for Coaching & Training
- AI candidate screening for Photography
- AI candidate screening for Beauty & Salon
- AI candidate screening for Pest Control
- AI candidate screening for Plumbing
- AI candidate screening for HVAC
- AI candidate screening for Solar Energy
- AI candidate screening for Roofing
- AI candidate screening for Landscaping
- AI candidate screening for Moving Services
- AI candidate screening for Childcare
- AI candidate screening for Senior Care
- AI candidate screening for Startups
- AI candidate screening for Franchise
Related recruiting agents
Pre-built agents and recruiter-focused workflows that pair with candidate screening — typically the upstream and downstream of the same hiring funnel.
AI Assistant for Recruiters
The full recruiter desk: inbox triage, sourcing list-building, scheduling, and follow-up tracking. Pairs with screening for end-to-end coverage.
Resume Screener Agent
Ready-to-deploy version of the candidate screening agent. Clone, point at your ATS, customize the rubric, ship today.
Employee Onboarding Automator
Picks up where screening ends — once a candidate signs, the onboarding agent runs paperwork, account provisioning, and first-week scheduling.
How it integrates with your ATS
Greenhouse is live with two-way sync. Other major ATSes are on the roadmap as native integrations — until then, the agent connects via webhook bridges, API, or CSV export so you don't wait for a release.
Greenhouse
LiveTwo-way sync — pulls applications, writes scores, status changes, and scheduled interviews back to the candidate record.
Lever
RoadmapTODO: native Lever integration is on the roadmap. Connect today via a Pipedream webhook bridge — full handover is one engineering ticket.
Ashby
RoadmapTODO: native Ashby integration is on the roadmap. The agent reads applications via Ashby's API and writes back via webhook in the meantime.
Workable
RoadmapTODO: Workable integration is on the roadmap. CSV export + email-trigger workflow available now.
Frequently asked questions
Where it runs
Run your candidate screening agent in your hiring channels.
Stop reading resumes by hand.
Connect your ATS, set the rubric, ship a compliant candidate screening agent in 10 minutes.