AutoScreen AI

Automate screening interviews using AI.

[AutoScreen AI @AutoScreenAI]

Power up your resume effortlessly with AutoScreen Power Resume 💯

🔗 https://t.co/yOIAsjOl2Y

#ResumeTips #JobSearch #CareerAdvice #AutoScreen #PowerResume

[AutoScreen AI @AutoScreenAI]

@CDNetworks Goodluck with your recruitment, we hope you shall find your best fit(s). If you want to streamline your hiring process in just one single tool, our features are one call away :)

[AutoScreen AI @AutoScreenAI]

@thejobchick Indeed. Age discrimination is a real issue, especially with conventional recruitment process that undeniably involve subjectivity and bias.

[AutoScreen AI @AutoScreenAI]

Honestly, this is what we are trying to tackle with AutoScreen. Making job hunting easier for jobseeker, by helping them to showcase their unique potential.

While at the same time, helping employers find the best fit in the most efficient way possible with asynchronous interviews and data driven AI insights 🚀

[Brandon Riley @BrandonRStreams]

Okay genuinely wtf is going on with the job market, because everyone I know is desperate to find even one job that'd hire them, meanwhile this lady is working a 12 hour shift by herself because apparently nobody wants to work

[AutoScreen AI @AutoScreenAI]

Well with AutoScreen, we enable companies to get more tailored and personalized resume result with our PowerResume and Asynchronous Interviews 🚀

[GUO @thejustinguo]

gpt slop essentially makes the current state of cover letters meaningless

when hiring, companies should use software that prohibits copy-paste in the text box

then give a 30 minute window to write something personal

[AutoScreen AI @AutoScreenAI]

@VictorPontis Great insight! Honestly, with AutoScreen you are able to do all of these steps with just 1 single tool. From the tailored interview to data driven insights, we got you covered!

[Victor Pontis @VictorPontis]

Job Applications in 2025

A few weeks ago, I posted an ops job listing to Twitter and LinkedIn. I was worried that we weren’t going to get any applicants, but I turned out to be very wrong.

We received over 1,000 applications for this one job posting.

Since then, we’ve made one hire. So we’ve had to reject 99.9% of people. Many of the applicants reached out to me asking for feedback and I haven’t had the time to get back to everyone. If you applied and are reading this, hopefully this gives you some insight into our imperfect hiring process.

The Initial Application
Applicants had to fill out an Airtable form with some basic information and then some questions specific to Luma.

Here are the more interesting questions:

1. Share an Event — We asked them to list an event that they thought was well run. This question was pretty low signal. It gave some insight into their thinking and writing quality, but it was tough to screen on.
2. Tests / Awards — I wanted to let people share something they have achieved, but I realized if this was too open ended I would get things like “won Carver University’s top undergraduate” and I would have no idea how to rank that. So people could submit tests scores or awards. This helped a few people with high test scores stand out.
3. Example Support Response — This was by far the most helpful question. I gave an example support question from a user and I asked applicants to respond as if they were on the Luma support team. *Most* of the applicants who filled this out got the answer wrong. And I suspect a large portion of those were using AI to write their answer.

We got a ton of applicants, so I set up a script that would go through and check their application for two basic things — did they complete the application and did they get the support answer question correct.

Let’s get to the numbers:
* 1,260 People Applied — This is the number of people who filled out their application and hit submit.
* 878 People Completed the Application — Over 30% of people left off a required question on the application.
* 262 Answered the Support Question Correctly — Only 30% of people took the time to understand the product and answer the support question correctly. This was the biggest filter step in the entire process.

Scoring → Demo Videos
OK, now we have 262 people. It’s more manageable, but it’s still a ton of people.

We need to get more data. So I created another step of the pipeline. Applicants would create a Luma calendar for an event host they admire and then recorded a one minute Loom walking through the calendar.

This tests their ability to create a nice looking account on Luma and to present it over video in a clear and compelling way.

But I didn’t want to ask 262 people to do this. I don’t want to watch 4+ hours of Loom videos and I didn’t want to ask people to take on a project if I wasn’t going to be able to review it.

In order to whittle down the list, I created an AI prompt that ranked each person on a level of 1-10 based on the writing in their application, their background, and other traits we looked for. I don’t think the AI did a particularly good job here, but I had to have some way of reducing the list to a manageable number.

We ended up sending the Loom video assignment to about 30 people and 20 of them filled it out. This was super high signal! Many people didn’t follow the instructions or felt uncomfortable on video.

Work Trial → Hire
As a next step, I asked a couple of the most promising candidates to do a paid work trial. In this week, they did the job we were hiring for but with more support and training.

We had two candidates take on work trials and hired the candidate from the second work trial.

Recap
The job market seems hard right now. This is not a particularly selective role and yet we only hired 1 in 1,200.

I think a few things are happening here:
* There are many people who are applying to a ton of jobs. Some of these must be fake or automated or otherwise garbage applications.
* People are using AI to turn in “reasonable” job applications. It’s so much easier to fill out free form fields with proper English these days. The support question helped filter out a lot of these people.
* It’s hard for candidates to know what steps of an application to take seriously. I think a lot of people were demoralized and didn’t take the time to really care about the job application - probably because many job applications aren’t read. It’s an understandable feeling, but it’s a negative loop.

[AutoScreen AI @AutoScreenAI]

Not if you use AutoScreen as your recruitment tool! We can identify the most competent canditates with our AI-powered analytics!

[rekdt @rekdt]

Listen, if you think you can just waltz into Cybersecurity, I’ve got news for you….

…..you absolutely can, we’re really bad at identifying and hiring competent people

[AutoScreen AI @AutoScreenAI]

The Skills Gap is Real 😩

Watch to see why 69% of employers report difficulty finding qualified candidates 🙌

#Hiring #HR #JobMarket #HRTech #HumanResources #SkillsGap #CandidateExperience #RecruiterLife #HiringChallenges

[AutoScreen AI @AutoScreenAI]

Elevate your job search with AutoScreen PowerResume 🚀

Stop sending applications into a black hole; get noticed with one single tool and one single link 🔗

#AutoScreen #PowerResume #VideoResume #JobSearch #Hiring #ResumeBuilder #JobApplication #ResumeTips #GetHired #jobseeker

[AutoScreen AI @AutoScreenAI]

Couldn't agree more with this! These days, hiring can be easily done with AI driven recruitment tools, hiring a freelancer or two can be done within seconds and cost efficient 😉

[Jasper Felix | Sales & Tech @fi_jasper]

Get help if you need it, don’t be scared to hire freelancers if you have to, consult if you need to, and most importantly trust the process.

[AutoScreen AI @AutoScreenAI]

@IAmAaronWill This! Also automate your hiring process with AI driven recruitment tools 🔥

[AutoScreen AI @AutoScreenAI]

@justinstorre Couldn't agree more! Building a team of capable yet culturally fit talents can be really difficult. That's why regular resume certainly wouldn't make the cut.

[AutoScreen AI @AutoScreenAI]

Finding the perfect fit can be challenging, hence we crafted our features to help employers spot the right fit! ✅️

[Justin Torre @justinstorre]

Why is hiring so hard

I just want to build a team of kind, smart, high agency folks

[AutoScreen AI @AutoScreenAI]

@dhh @Codie_Sanchez Preach! Some companies do better in work from home setting. The key is in your company's culture and the quality of your hire ✅️

[AutoScreen AI @AutoScreenAI]

@AlexHormozi Couldn't agreee more! They cost you even more in your company's reputation and the internal working dynamic.

[AutoScreen AI @AutoScreenAI]

@yacineMTB Extending your talent pool is possible too! With the right recruitment process, you can even meet better ones :)

[AutoScreen AI @AutoScreenAI]

@vincentweisser @PrimeIntellect Hello Vincent! Good luck on your recruitment. Hope you shortly find your best fit!

If you're looking for tools to streamline your talent recruitment to be faster and more accurate, our features are free for you to try :)

[AutoScreen AI @AutoScreenAI]

This is your sign to start switching to the new era of recruitment, with AI-powered features to help employers find their best fit more faster and accurately ✅️

[The Random Recruiter @randomrecruiter]

If you’re a job seeker, you’re not going crazy. We’re still in the middle of the worst job market in a decade.

• 80% of hiring managers are bracing for a recession.
• Nearly 1 in 4 companies have frozen hiring.
• Almost 20% are already doing layoffs.

This is your sign to start working on your Plan B.

[AutoScreen AI @AutoScreenAI]

Great list! Now making your Resume stand out is more relevant than ever 🤓

[Abraham Okah(info hub) @AbrahamOkah2]

As promised, I will share with you all a file containing 900+ Startups hiring Remotely Worldwide!!

Please take it seriously and put in the work so as to see results!!

Retweet & Tag your friends..

Link below 👇👇

[AutoScreen AI @AutoScreenAI]

This is why AutoScreen PowerResume is perfect for recruiters, we help recruiters know their candidate directly, no cover letters and countless of CV pages required 🔥

[Chiku⚡️ @Binga100MpH]

Things I don’t care about as a recruiter:

1. Cover letters
2. How many pages is your resume?
3. Your kids crying/pets making noises on screening calls
4. How much money do you currently make
5. How old are you

I CARE about whether you're qualified and will be the best candidate for the role.

#recruiterslife #jobreceh #JOBLIFE