vesnaSee the resume support.
Positive resume claims require supporting quotes checked against the source text. Open questions stay visible for review.
Screen the applicant backlog. Keep your ATS.
A growing applicant queue. The same small recruiting team. Review evidence and approve focused follow-ups in one place, alongside your ATS.
See Vesna on your roleGet a role preview within one working day.
Inside a screening reviewIllustrative example
Experience, in their words.
Sample resume excerpt
“Built and maintained a Python API used by the payments team.”
A useful claim. The scope of ownership still needs a closer look.
Requirement: production Python experience
A match you can trace.
See the passage behind the reading. Vesna checks that the supporting quote is present in the resume.
Resume support“Built and maintained a Python API…”
A resume claim is evidence to review, not verification of the work.
You review the evidence. You make the hiring decision.
RequirementsEvidenceClarificationYour decision
Show the evidence.
Keep the reasoning.
A shortlist should come with something your hiring manager can inspect.
Ask before you assume.
Missing information becomes a clarification to review. Your team approves the question before it reaches the candidate.
Keep decisions on record.
Record who advanced, who stayed on hold, and why. Decisions and audit events are protected against routine edits.
How we tested repeatability
In October 2026, we read 40 resumes five times: 20 simulated and 20 real development-set resumes. Of 1,332 requirement comparisons against the first reading, 15 changed between “claimed” and “unknown.”
This measures repeatability on that test set, not hiring accuracy or customer outcomes. Name and layout testing is still being refined; we do not claim identical results across formats.
Every unanswered requirement becomes another manual follow-up.
Your ATS holds the applications. Your team still reads resumes, checks must-haves, writes questions and reconciles replies. Vesna puts that work in one screening record and leaves the ATS in place.
Spend less time screening.
Pilot target: reduce recruiter screening hours per applicant by 40%.
Fewer separate email threads and a consistent explanation of why each shortlisted applicant fits the role.
Calculate the value for your team.
Enter your monthly workload for one role. Include question approval, answer review and decisions in your screening time.
Estimated monthly value
$301/month
Today
With Vesna + setup
Hours per month, based on your inputs.
- Gross time recovered
- 10.0 hours
- Value at your hourly cost
- $500
- Setup & QA cost + subscription
- $199
- Estimated ROI
- 151%
Value = applicants × minutes saved ÷ 60 × hourly cost. Net value subtracts setup/QA and $99. ROI = net value ÷ those costs. Existing ATS cost is unchanged; additional integration costs are not included.
Track alongside time saved: Track clarification completion and hiring-manager acceptance; neither should deteriorate while handling time falls.
Compare screening time, candidate response rate and shortlist acceptance on your pilot role.
Keep your ATS.
Start with resume PDFs.
Vesna runs alongside your ATS. Upload the resumes for one role, review evidence against your requirements, and approve questions about missing experience. Share or export the shortlist when you are ready.
- Available in the pilot
- Direct PDF upload, candidate clarification links, and shortlist sharing or export.
- Planned intake options
- Greenhouse, Ashby, Lever and Workable connections; Email forwarding; REST API; MCP server.
A clearer path
to your shortlist.
For lean talent teams hiring AI and backend engineers.
- 1
Agree on what the role needs
Edit the rubric with the hiring team before you screen. Everyone works from the same must-have and nice-to-have requirements.
- 2
Resolve the gaps deliberately
Review a suggested question, approve it, and let the candidate answer through a link without creating an account.
- 3
Hand over the reasoning
Make your decisions and share or export the shortlist. The record keeps the requirements, answers, and decisions available for review.
Compare the work each tool does.
ATS products already offer AI screening. The question is whether your current setup resolves missing evidence without creating more follow-up work.
Swipe to compare capabilities and fit.
| Alternative | Documented capability | When to start there |
|---|---|---|
| Ashby ↗ | Criteria-based application review with reasoning, inside its ATS. | Start here if your existing Ashby review already resolves your screening workload. |
| Greenhouse Real Talent ↗ | Candidate matching, fraud signals and identity verification. | Consider it when applicant identity or spam is the immediate bottleneck. |
| Workable Agent ↗ | Criteria-based evaluation, requests for missing details and configurable pipeline actions. | Already on Workable? Test its native clarification workflow before adding another tool. |
| Hirevire ↗ | Async video, audio and text responses, including follow-up questions. | Consider it when your process needs a broad, multi-format screening questionnaire. |
| Vesna | Role requirements → missing evidence → approved clarification → human decision record. | Test it when your team still reconstructs missing experience by email or during interviews. Keep the ATS you have. |
Software helps screen.
Your team makes the call.
Vesna’s output is advisory. You approve candidate questions and record screening decisions. Missing evidence is a reason to ask, not an automatic rejection.
Read about security ↗Start with one real role.
Bring one active AI or backend role and the questions your hiring manager keeps asking about shortlisted candidates.
Track clarification completion and hiring-manager acceptance; neither should deteriorate while handling time falls.
$99/month
One role. Early pricing.
- An editable rubric for your role
- Evidence-based applicant screening
- Approved candidate follow-up
- An exportable decision record
No contract. Stop any month.
Before you start
Does the candidate need another account?
No. Candidates receive a link to answer a clarification question in their own words. Your team reviews questions before they go out.
What happens in the first conversation?
We’ll discuss your open role, current screening process, and whether a one-role pilot is a useful next step. Booking a conversation does not start a subscription.
What results should we expect?
Start with one role. Track the time your team spends screening, how many candidates answer follow-ups, and which candidates your hiring manager wants to interview. Use the calculator above to set your target.