Resume screening, ATS scoring and a first round that runs itself
The problem
A few hundred applications per role, read by whoever had the evening free. No two screeners applied the same bar, strong candidates went cold while they waited three weeks for a first call, and by the time anyone reached the good ones they had already accepted somewhere else. The ATS held the records but none of the judgement — nobody could answer why a particular CV had been passed over.
What we did
n8n orchestrates the whole path. An application lands by webhook or watched inbox; the CV is parsed out of PDF or DOCX into structured fields — roles, tenure, skills, gaps — and scored against a written rubric derived from the job description, not a vibe. The score and the reasoning behind it are written straight back onto the ATS record as a note, so the evidence lives where the recruiter already works.
Candidates who clear the bar are invited to a structured first-round interview with an AI interviewer: a fixed question set generated from the same job description, follow-up probing when an answer is thin, and a transcript with per-competency scoring returned to the ATS. The rubric is fixed and auditable, protected attributes are never inferred, candidates are told plainly that the first round is automated, and no rejection is ever issued by the model alone — a person makes every final call, on a shortlist that arrives with its reasoning attached.
- n8n
- OpenAI
- Whisper
- ATS APIs
- PostgreSQL
- Webhooks