Your screening profile is the rubric behind every score: what your company values, the standards you hold everyone to, how much each part of the score counts and where the AI's bar sits. Set it once for the company, then give a single job its own settings where it needs them.
Set the company profile
Go to SettingsAI screening. The page has four parts:
- Company values: traits the AI looks for in how candidates work, such as Ownership or Customer focus. Values a candidate shows evidence for are listed under Values alignment in their skills.
- Screening standards: hard expectations applied to every role, such as Production experience required. The AI is given them to hold each application against when it judges the requirements. They are not scored on their own and never reject anyone.
- Axis weights: how much each part of the score counts. See the next section.
- Review thresholds: where the AI's bar sits.
Press Save new version to keep your changes. They apply to the next scoring run, not to scorecards that already exist.
Choose the weights
The ATS score blends four parts, and the weights decide how much each one counts:
| Weight | What it measures | Raise it when |
|---|---|---|
| Required-skills match | The share of must-haves the CV evidences. | Missing a must-have should sink a candidate. |
| Preferred-skills match | The share of preferred skills evidenced. | They really separate good from great. Otherwise keep it low. |
| Experience | Years and seniority against the role. | The role is senior. Lower it for junior roles. |
| Technical depth | How concretely the CV shows hands-on work. | The role is specialist or engineering. |
Start from a preset, then adjust. Try it below: the two applicants re-score as you move the sliders, using the same arithmetic the scorer uses.
- Must-haves 40%
- Preferred 15%
- Experience 20%
- Hands-on 25%
- 79Every must-have, three years inProceed with caution
- 81Twelve years in, one must-have missingProceed with caution
- Balanced suits most roles and is the built-in default.
- Skills first for roles where the must-haves are what matters and years matter less.
- Experience first for senior roles where track record outweighs a skills checklist.
- Hands-on technical for engineering and specialist roles judged on depth of practice.
Not sure where to start? Ask what would make you say no to an otherwise good applicant. If it is a missing skill, weight required skills. If it is too little time in the job, weight experience.
Set the review thresholds
Minimum ATS score is the job's role bar. An application scoring below it gets the verdict Low match and goes to your team for review. Nobody is rejected automatically. If you leave it empty, the bar is 55. See The AI never rejects anyone.
Versions
Every save creates a new version: the line beside the save button reads, for example, Current: v3 · scoring uses the latest version on the next run. Existing scorecards are never rewritten, and each one records which version produced it.
After you save, a banner tells you how many candidates were scored against the previous version and offers Re-score now, which re-scores every scored application in the company. See Rescoring.
Older versions are kept, but the app does not show them or let you switch back to one. To undo a change, set the values back and save again.
Give one job its own scoring
A senior hire and a graduate intake should not share a rubric. Open the job and choose Screening, or use step 2 of the job wizard.
Step 1: Turn on Customize scoring for this job
It is off until a job has its own saved scoring. While it is off, the card shows only Following the company default and the switch, and changes made in Settings apply here automatically. Turning it on opens the controls.
Step 2: Adjust weights, thresholds, values and standards
The same controls as the company profile, for this role only.
Step 3: Press Save scoring
The job gets its own versions, starting at v1. From now on, changes to the company default no longer reach this job.
To go back, press Reset to company default. The job's own settings are removed and it follows the company profile again.
Changing a job's scoring does not touch candidates already scored. Re-score this job, further down the same page, re-runs them.
Let the AI suggest a setup
When you create a job, step 2 of the wizard reads the role you described and proposes a starting point.
- Suggested screening topics: things worth clearing up before a first call. Hover a topic to see what asking about it clarifies. Click one and the AI drafts a full question straight into your question list, where you can edit or delete it. See Screening questions and knockouts.
- More topics asks again and adds new topics without replacing the ones you have.
- A scoring proposal waits behind Customize scoring for this job, which stays off, so a new job follows the company default. Turn it on and the proposal fills the scoring card, with the note AI suggested scoring for this role. Adjust if needed, then press Save scoring to keep it. Nothing is saved until you press Save scoring. Suggested thresholds are kept conservative.
- Use AI suggested goals fills in what an Opener first email should find out. See Opener: the first contact.
Suggestions are only offered in the job wizard, not on a published job's Screening page.
How this works, beside the controls
Both the wizard step and a job's Screening page carry a How this works rail next to the controls. It explains in plain words what the weights, the thresholds, custom scoring, knockout questions and Opener each change, so whoever sets up a job can see the effect without training.
Who can change scoring
Owners, Admins and Recruiters can change the screening profile and a job's scoring. Other roles do not see AI screening in Settings. On a job's Screening page they see the scoring controls locked, with a note to ask an admin, and can still edit the job's screening questions if their role allows it. See Roles and permissions.