Custom AI agent · HR
AI Resume Screening Agent
Bring structure to resume review while keeping hiring decisions human.
Organize job-relevant resume evidence against an approved rubric while keeping hiring decisions with recruiters.
- Less manual sorting against an approved role brief
- More consistent visibility into documented evidence, gaps, and follow-up questions
- A review queue that supports recruiters without turning an automated match into a hiring decision
Starting at $300 USD/month
Starting price is $300 USD/month for a tailored solution. Your final proposal defines the scope, deliverables and payment terms. Additional integrations, usage, hosting and ongoing support are scoped and priced before work begins.
What is an AI resume screening agent?
An AI resume screening agent helps recruiting teams organize resumes and application materials against an approved role brief, skills framework, or screening rubric. It can extract job-relevant evidence, identify where a requirement is documented or unclear, prepare recruiter review queues, and surface questions for human follow-up. Tranki configures the workflow around your role criteria, required versus preferred qualifications, evidence standards, language and formatting variation, privacy policy, consent, reviewer roles, and audit needs. The agent supports consistent review; it does not reject a candidate, rank people as a final decision, infer protected characteristics, evaluate personality, or replace recruiter and hiring-team judgment.
What it can review
Extract role-relevant evidence
Organize education, experience, skills, certifications, work samples, and stated outcomes from approved materials while preserving source location and uncertainty.
Compare against an approved brief
Map documented evidence to required and preferred criteria, distinguish clear matches from gaps or unknowns, and flag criteria that are ambiguous or unsupported.
Prepare a human review queue
Create consistent summaries, evidence links, follow-up questions, and reviewer notes without converting an automated comparison into a hiring recommendation.
Monitor fairness and process quality
Track missing data, inconsistent rubric use, duplicate applications, accommodation-sensitive content, and reviewer corrections for responsible process improvement.
Where it can help
High-volume application review
Help recruiters organize large application sets against a defined role brief while keeping the final review and decision with authorized people.
Structured recruiter screening
Prepare comparable evidence summaries and follow-up questions for an initial human screen without scoring personality or protected traits.
Specialized role intake
Adapt a review rubric to technical, regulated, multilingual, or portfolio-based roles when the criteria and evidence standards are explicitly approved.
How it works
A step-by-step workflow your team can review before launch.
1. Define the authorized rubric
Tranki maps the role brief, required and preferred criteria, acceptable evidence, reviewer roles, privacy rules, consent, and escalation boundaries.
2. Read approved application materials
The agent processes permitted resumes or application documents, preserves source context, and separates explicit evidence from inference or missing information.
3. Prepare the review queue
It presents criterion-by-criterion evidence, gaps, uncertainty, and follow-up questions for recruiter review without applying an unapproved ranking or rejection.
4. Record human outcomes
Authorized recruiters decide next steps in the source system; the agent can track corrections and process metrics within the configured retention and access limits.
Built around your business
What we configure
- role briefs, competency and skills frameworks, required versus preferred criteria, evidence standards, synonyms, languages, document formats, reviewer roles, and approval gates
- summary layouts, question templates, rubric explanations, privacy and retention, consent, accommodation routing, correction workflow, audit views, and access
- connections to approved ATS, recruiting inbox, document, portfolio, skills, scheduling, collaboration, and analytics systems using least-privilege access
What we need from you
- approved role brief, screening rubric, required and preferred criteria, acceptable evidence, reviewer roles, consent and privacy policy, source systems, and escalation process
- approved access to application materials with retention, authentication, permitted-use, accommodation, and human-review boundaries
- representative clear, incomplete, multilingual, nontraditional, portfolio-based, duplicate, accommodation-sensitive, contradictory, and irrelevant-material cases for testing
Clear boundaries before launch
What it will not do
The agent does not reject, rank, hire, or recommend a candidate as a final employment decision; infer protected characteristics, personality, intent, socioeconomic status, or culture fit; use a school, address, name, photo, gap, accent, or other proxy as a hidden criterion; or replace a recruiter, hiring manager, accessibility reviewer, or legal process. It should not treat missing resume evidence as proof of missing ability, screen out nontraditional experience, expose application materials beyond the approved audience, or publish a decision without human review. Discrimination, accommodation, immigration, legal, complaint, retaliation, and other sensitive matters require the appropriate confidential human process.
How success is measured
Track criterion-evidence accuracy, reviewer correction rate, false-gap and unsupported-match rates, time to first human review, duplicate detection, language and format robustness, rubric consistency, accommodation-routing compliance, privacy incidents, disparate outcome signals reviewed by qualified humans, and the percentage of decisions supported by documented evidence. Periodically sample outputs against source materials and audit for proxy use, over-inference, and unapproved automation.
Frequently asked questions
What does an AI resume screening agent do?
It organizes job-relevant evidence from approved application materials against an authorized role rubric and prepares a consistent queue for recruiter review.
Does it reject or rank candidates automatically?
No. It should not make a final employment decision or apply an unapproved ranking. Authorized recruiters and hiring teams decide next steps.
Can it review nontraditional experience or portfolios?
Yes, when the rubric defines acceptable evidence broadly enough. The workflow should distinguish missing documentation from lack of ability and allow human review.
Can it screen for protected characteristics?
No. Protected characteristics and proxy variables should be excluded from decision logic, access, and reporting, with qualified human review of fairness risks.
How does it handle a resume gap or missing requirement?
It can flag the evidence as unclear or absent and prepare a follow-up question. A gap or missing resume detail is not proof that a candidate lacks the capability.
Can it work with multilingual resumes?
Yes, subject to the supported languages and quality controls defined in the implementation. Outputs should preserve uncertainty and remain subject to human review.
What is included in the $300/month starting price?
The starting price covers a scoped, tailored solution. The final proposal defines the application sources, review rubric, integrations, usage, support, deliverables, and payment terms.
