Short answer
Put your own screening criteria into an AI system and let it return a match score with reasoning per candidate, inside the workflow you already have. Count on two to three weeks. The recruiter still decides.
What goes away and what stays
The reading goes away. A recruiter working through fifty CVs does the same thing fifty times: hold the requirements next to it, look for the gaps, form a judgement. That first part is repetition.
The judgement stays. The system delivers a match score with reasoning per candidate, your recruiter looks and makes the call. At Kamphorst Detachering the hard requirement was that a candidate who does not meet the criteria never shows up in the list.
Your criteria, not those of a standard tool
A generic model screens the way a generic model screens. That is exactly what agencies with their own judgement lose when they switch on a standard tool. We tune it to your existing screening format and to the corrections you give in the first round. We do not train the model itself: your criteria sit in the instructions it gets with every CV.
At Forta Solutions we put 22 years of Linda Wildbret's criteria, feedback and intuition into a CV checker. It screens the way Linda screens, in the same tone and with the same attention.
What you need to supply
- Your own screening format, however informally it is written down.
- Access to the ATS API, so the system can read the context around a candidate.
- A set of CVs your team scored yourselves, with the reasoning. That is the calibration round.
- Someone on your side who watches and corrects during that round.
Is your ATS data a mess? Not a showstopper. We build around the data as it is.
What it delivered
At Forta a CV check went from 30 minutes to 0 and Linda keeps roughly 8 hours a week. That time now goes into conversations and placements.
What it does at your agency depends on how many CVs pass through per week. We work that out together in the first call.