Step 1
Agree on what counts.
Vesna turns your job description into must-haves and says how each one gets checked. Your team edits them before any applicant is read.
Build your technical shortlist on evidence you can inspect.
Turn the job into a rubric. Check your applicant pool against it, clarify missing technical details and prepare focused interviews. Keep your ATS.
See Vesna on your roleEvery applicant to one role,
checked against the same must-haves.
Switch between the applicant list, the role’s must-haves and one candidate’s answer.
Swipe the requirement and answer captures to inspect the full detail.
How Vesna fits
your hiring process.
Vesna checks each résumé against the must-haves your team agreed, and emails the candidate when the résumé doesn’t cover one. You decide who moves on.
- 1Agree on what counts
- 2Connect your applicant flow
- 3Read every applicant
- 4Ask before ruling anyone out
- 5Hand over the shortlist
Step 2
Connect your applicant flow.
Applicants come in from Greenhouse, Ashby, Lever or Workable, by email, through the API or as an upload.
Step 3
Read every applicant against the role.
One reading per must-have, with the résumé lines it rests on. No overall score.
Step 4
Ask before you rule anyone out.
When a résumé doesn’t mention a must-have, Vesna emails the candidate one question about it and tells you whether the answer meets it.
Step 5
Hand over the shortlist.
The hiring manager gets each shortlisted person with why they advanced and what to ask, and replies on the same page.
Use Vesna from the tools
you already have.
Applicants come in from your ATS or by email, and you can ask about a role from your AI assistant.
Ask your hiring pipeline a question.
Prepare an interview brief, review what a clarification changed, or find the next action for your role.
What happens when
the résumé isn’t enough?
How Vesna and other screening tools handle a résumé that doesn’t answer a must-have.
| Workflow | Workable Agent | Vesna |
|---|---|---|
| When the résumé is vague | Asks for missing details and updates evaluations from the replies | Asks about one requirement, in that requirement’s terms: “Describe one comment you left that you later saw reflected in how that engineer wrote code on their own.” Then shows you whether the answer meets the must-have your team agreed. |
| How a candidate is judged | Criteria-based evaluation with reasoning and a normalized score | No overall score. One reading per must-have, with the résumé line or answer it rests on. |
| Prepare the next step | Configurable pipeline actions | For each candidate: what is shown for each must-have, and what to ask in the engineering interview. |
| Keep your workflow | Inside Workable | Alongside your existing ATS |
Read Workable’s product documentation. Reviewed 25 October 2026.
Give engineering a shortlist with the groundwork done.
Your engineers see what each candidate has shown before the interview, so the interview goes on what is still unknown.
Evidence to build on
Code review that changed a colleague’s practice.
“I did not review it until it was finished, and it already ran in a single transaction…”Read Mei’s answer
Where to spend interview time
Self-initiated technical-debt work.
What risk did she identify? What did she change? What improved?
Estimate the screening time you could recover
33.3 hours
Estimated monthly screening time saved.
$3,333
Estimated monthly value of the time saved.
6 → 2 min
2-minute target per applicant, including review and decisions.
500 candidates at $100/hourLess time moving between tools. Work through your ATS, email, API or AI assistant.
Edit your workload and costs
Vesna’s target is 2 team minutes per candidate, including requirement checks, answer review and decision preparation. Time saved = applicants × (current minutes − 2) ÷ 60. Monthly value = time saved × hourly cost.
Questions a hiring team
asks first.
Does Vesna reject anyone on its own?
No. A recruiter approves every question before it goes out, and a person makes every decision.
What does the candidate see?
An email with one plain question and a page to answer it, typed or dictated.
Do you reject résumés written with AI?
No. A polished résumé still needs detail behind its claims, and a sparse one gets a question instead of a rejection.
Who can see our applicants’ data?
Only your organisation: each company’s data is kept apart in the database. Résumés are read through Anthropic’s commercial API. How Vesna protects hiring data
What is recorded?
Every action and every AI call is logged with who, when and the evidence, and can’t be edited. You can export it.
Which ATS do you work with?
Greenhouse, Ashby, Lever and Workable. Email, API and upload work too.
How long does setup take?
About a day. You send a job link, edit the must-haves Vesna proposes, and it starts reading applicants.
Try Vesna on one
of your open roles.
Send a public job link. Within one working day you get the proposed must-haves and the questions Vesna would ask.
Run one applicant pool through Vesna with your hiring manager and compare it with how you screen today.
Prefer to talk it through first? Book a pilot conversation
You’ll hear back from Valerii, who builds Vesna.