vesnaSee the resume support.
Positive resume claims require supporting quotes checked against the source text. Open questions stay visible for review.
Check client requirements before sending candidates.
Send candidates with the evidence your client needs. Check the brief, clarify missing experience, and share a shortlist they can review.
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.
A client rejection can send the same role back to your desk.
A submission that misses a must-have costs recruiter time and client attention. Check the client rubric, ask about missing experience, and send a shortlist with the candidate’s answers before another review round.
Spend less time screening.
Pilot target: reduce agency screening hours per applicant by 50%.
Client submissions that name the evidence and open questions, reducing avoidable back-and-forth.
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
$381/month
Today
With Vesna + setup
Hours per month, based on your inputs.
- Gross time recovered
- 10.0 hours
- Value at your hourly cost
- $600
- Setup & QA cost + subscription
- $219
- Estimated ROI
- 174%
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 client acceptance of submissions and rework per shortlist. Do not count more placements or fees until they happen.
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 technical recruiting agencies hiring AI and backend engineers.
- 1
Start with the client’s role
Translate a job description into an editable rubric. Confirm the must-haves before using it to screen.
- 2
Clarify before recommending
Ask approved, role-specific questions where a resume leaves gaps. Keep candidate answers in the record.
- 3
Make a reasoned handoff
Export or share a shortlist after you decide who advances. Use the record to support the client conversation.
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 client role for AI or backend engineering. We’ll check whether the screening workflow fits how you work with that client.
Track client acceptance of submissions and rework per shortlist. Do not count more placements or fees until they happen.
$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
Is this a full agency CRM or client portal?
No. This pilot focuses on screening one role and handing off a shortlist. Discuss client separation and your existing workflow on the call before committing.
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.