More applicants shouldn't mean slower recruiters.
A high-volume role can pull in hundreds of applications. Reading every one is the bottleneck, and the good candidates wait in the same queue as everyone else. Socieva builds the AI layer that screens against your actual role requirements and hands recruiters a shortlist — not a stack of resumes.
The parts of the job that aren't actually recruiting.
- Opening every application to check basic fit
- Manually comparing resumes against the job spec
- Sending the same rejection or next-steps email, one at a time
- Tracking who's been screened in a spreadsheet
- Chasing candidates who've gone quiet mid-process
- Applications screened against the role automatically
- A ranked shortlist assembled for the recruiter to review
- Personalized status updates sent automatically, at scale
- Pipeline status tracked in one place, not a spreadsheet
- Automatic, polite follow-up with candidates who've stalled
Application → screened against the role → shortlist assembled → recruiter reviews, doesn't sort.
This is the shape of what we build, not a specific result from a specific client — Socieva doesn't publish client outcomes without their permission. Send us your actual screening process and we'll map what this looks like for your agency specifically, for free.
We automate the sorting. We don't automate the decision.
Screening for baseline fit against a job spec is repetitive and rule-based — automate it. Deciding who to actually hire, reading between the lines of an interview, negotiating an offer — that stays with your recruiters. The system's job is to make sure they're only spending time on candidates worth interviewing. If you want to see how we draw that line before proposing anything, start with how to map a workflow yourself.
Common questions.
Can automated screening introduce bias?
The system applies whatever criteria you write down, explicitly and identically to every application. It does not invent criteria, and shortlist decisions always stay with your recruiters. Because the rules are explicit, they are auditable in a way ad-hoc screening often is not.
Does this replace our ATS?
No. It works alongside your existing ATS or CRM — screening, ranking, and communicating with candidates while your ATS remains the system of record. Nothing gets migrated, and there's no new dashboard to learn.
What does candidate screening automation cost?
The workflow audit is $499 and is credited in full against a build commissioned within 60 days. A single-workflow build typically runs $2,500–$6,000 depending on complexity, and care plans start at $500/month. See the full pricing breakdown.