Hire top talent in days, not weeks

WorkScreen is built for business owners, recruiters, and hiring teams who want to cut down their hiring time and focus only on serious, qualified applicants.

It’s especially valuable for teams currently overwhelmed by managing applications through DMs, Google Forms, and email — and looking for a system that’s faster, cleaner, and easier to manage.

The main goal is simple: eliminate resume and application overload overload at the start of the process, so you only deal with serious candidates who’ve already proven they’re worth your time.

WorkScreen can be used as:

• A powerful screening layer — filter and shortlist applicants before they hit your ATS or CRM or any other system you already use, preventing unqualified or spam applications from cluttering your database. WorkScreen enhances your existing systems, not replaces them. Think of it as specialized recruitment intelligence — a noise filter for your tech stack that ensures you start with serious, screened candidates while still using your familiar tools.
• An end-to-end hiring solution — run the entire hiring process directly inside WorkScreen.

Yes  because ATS platforms and WorkScreen solve different problems.

Your ATS is built for managing talent pipelines, job post distribution, candidate database management, Third-party tool integrations, Custom hiring pipelines and keeping everything organized after applications enter your system. The problem is, by that point, you’re already flooded with unqualified applicants. Even ATS tools with “AI  matching features” still just parse and rank resumes — meaning AI is judging AI-polished resumes, which does little to cut the noise.

WorkScreen fixes this at the source. It acts as the filter in front of your ATS , screening candidates for job alignment, skills and qualifications, relevant experience, and attention-to-detail before they ever hit your database. Only serious, qualified applicants make it through, so your ATS stays clean and uncluttered

The result?

• Prevention, not cleanup : your ATS receives only quality candidates.
• No workflow disruption : export results into any ATS, CRM spreadsheet, workflow or any other system you already use.
• Best of both worlds : WorkScreen handles upfront filtering, your ATS handles downstream management.

WorkScreen doesn’t replace your ATS — it makes it more effective, freeing your team to focus on what really matters: relationship building and revenue generation.

Where WorkScreen shines is in roles or industries that attract a high volume of applicants. That’s where filtering out unqualified applicants and surfacing only the serious, qualified candidates saves you the most time.

WorkScreen is designed to solve screening problems, not sourcing problems.

If you’re in an industry or hire for roles where applicants are scarce and you struggle to get  candidates, WorkScreen won’t help , because the issue there isn’t screening, it’s sourcing.

Where WorkScreen shines is in roles or industries that attract a high volume of applicants. That’s where filtering out unqualified applicants and surfacing only the serious, qualified candidates saves you the most time.

WorkScreen isn’t built to replace a full ATS or CRM. Our laser focus is solving the screening bottleneck — and we do that better than anyone. Unlike all-in-one platforms that spread their energy across dozens of features, WorkScreen specializes in filtering out unqualified applicants upfront, so you only deal with serious candidates.

That said, we know many teams want simplicity. So, in addition to screening, WorkScreen includes lightweight ATS features such as:

• Candidate messaging (keep communications organized and out of your inbox)
• Interview scheduling
• Built-in skill testing
• Careers page builder
• Team seats for collaborative hiring

This means you can absolutely use WorkScreen as a lightweight ATS if you don’t need complex features.

To summarize:

• You can use WorkScreen as a powerful screening layer in front of your ATS/CRM or any other system you already have.
• Or use it as a simple, end-to-end hiring tool if you prefer a lightweight and easy-to-use system.

If you require advanced ATS capabilities (e.g., custom pipelines, third-party integrations, large  candidate sourcing databases, payroll management), a traditional ATS will make more sense. But if your biggest problem is being buried in unqualified  applicants, WorkScreen is the faster, simpler solution.

No. Every candidate goes through the same transparent, timed screening process. If someone can’t finish on their first attempt, they can restart until they successfully complete it, and we keep a record of their attempts for transparency. Once completed, candidates can’t submit again, keeping the process fair and preventing duplicates.

Great candidates actually like the system because it gives them a real chance to stand out from the noise.

Yes. WorkScreen is especially powerful when you’re dealing with a high number of applicants.

Instead of drowning in hundreds (or even thousands) of applications or resumes, WorkScreen automatically filters out unqualified candidates, then gives you a shortlist of qualified candidates. This way, you can move through applicant volume at scale while still keeping quality control.

Whether you’re hiring one role or filling dozens, the system works , ensuring only the serious, qualified candidates reach your team.

No. We don’t do “AI resume matching / scoring” or claim to have a smarter AI keyword engine. At the end of the day, that’s just AI vs AI — candidates using AI to polish resumes, and tools using AI to score them. The result? Noise, not clarity.

WorkScreen takes a completely different approach. We screen candidates for job alignment, role-specific skills, relevant experience, and attention to detail. This means you’re evaluating applicants on their actual capabilities ,not on how well they (or their AI tools) can polish a resume.

While other platforms chase faster resume parsing or “context aware” AI resume analysis and scoring, WorkScreen was built to cut through that entire cycle and focus on what really matters: candidates who can actually do the job.

No. WorkScreen is designed specifically to eliminate bias from the initial screening stage. Candidates are evaluated purely on their skills, qualifications, job alignment, problem-solving ability, attention to detail, and relevant experience — never on factors like age, gender, name, or background.

Unlike human screening, which can be influenced by unconscious bias or fatigue after reviewing dozens of unqualified candidates, WorkScreen assesses every application using the same screening process. The result? More diverse shortlists and fairer hiring decisions based on real capability, not demographics.

Yes. WorkScreen isn’t just for resume-driven hiring , it’s built to cut through the noise no matter where your applicants come from, whether that’s your email list, Reddit, Facebook, or other communities. It filters out unqualified applicants and leaves you with serious, qualified candidates who align with your job post requirements.

Our main goal is filtering, not flooding you with more noise. That’s why we only charge you for what actually matters: qualified applicants.

Unlike other platforms that promise “unlimited applicants” (which usually means unlimited unqualified ones), WorkScreen is built to deliver fewer, better candidates who are worth your time.

The credit system makes pricing fair and flexible: you’re only charged when you get value. Credits are used for:

• Qualified applicants who complete the screening process
• Optional features you choose to use, such as generating skill tests or running candidate comparisons

This way, you’re never paying for fluff , only for results.

Most traditional SaaS hiring platforms focus on many features. They spread their energy across:

• Pipeline management
• CRM and candidate databases
• Resume parsing and keyword scoring
• Job posting distribution
• 3rd-party integrations
• Passive candidate sourcing
• Reporting dashboards

• Onboarding workflows for new hires
• Employee referral tracking & referrals module
• Analytics & KPI dashboards
• Automated email / nurture sequences
• Integrations with HRIS, payroll, background checks, etc.

While those features are useful and nothing is wrong with them, they don’t focus exclusively on solving the biggest challenge: screening out unqualified applicants upfront.

WorkScreen flips that focus. Our core is the initial screening ,so only serious, qualified candidates make it through.

Yes, we also include essential lightweight ATS features like skill testing, internal messaging, and interview scheduling. But the heart of WorkScreen is simple: screen better first, so hiring becomes faster, easier, and far less overwhelming.

Most hiring software just gives you tools. We go deeper.

• We value partnership, not transactions. Our team responds quickly, listens to your needs, and adapts. You’re not left on your own , we work with you.
• We respect candidate experience. If an applicant runs into an issue, our team steps in to support them so they don’t feel like just another number. We believe the companies that will win the talent war are the ones that run a respectful, transparent process. WorkScreen is built with that in mind.

We’re not just another “AI ATS.” We’re building a system that makes hiring faster, more human, and a competitive advantage for your brand.

• We’re laser-focused on screening. Most ATS platforms do everything from job post distribution, CRM, talent pipeline management etc , but they don’t really focus on a huge bottleneck, which is filtering out unqualified applicants before they hit your desk. That’s our specialty.
• Transparent scoring system. Instead of a black box “AI score,” we show you exactly how a candidate performed in attention to detail, problem-solving, qualification, and more. You know why someone is ranked where they are.
• Time & cost reporting built in. For every job screening campaign, you see a clear report showing how much time and money was saved by automating the screening process. No guessing , you see the ROI right away.
• Human + tech balance. We don’t try to replace interviews or screening with bots. Our goal is to handle the screening so your team can focus on human conversations with serious applicants.
• Zero workflow disruption. You can export results into any ATS, spreadsheet, or hiring workflow. No forced migration, no steep learning curve.

No. WorkScreen is designed to be simple and intuitive. You can launch a job campaign in just a few clicks — with no setup or training required.

The system handles the screening automatically and delivers a shortlist of qualified applicants, so you can focus on hiring instead of figuring out complex recruiting software.

I already get lots of applicants and can screen them myself , do I really need WorkScreen?

Fair enough — if you have the time, you can definitely manage screening manually.

But with WorkScreen, you’ll do it much easier , faster, with less effort, and more consistency.

Instead of sifting through every resume or application yourself, you get a ranked shortlist  of qualified applicants based on skills, qualifications, job alignment , relevant experience and  attention to detail. That means you still make the final call , you just skip the busywork.

And since WorkScreen works alongside any ATS or hiring system you already use, it’s not about replacing what you’re doing ,it’s about making it lighter, quicker, and scalable.

Sign up and get 100 free credits — with unlimited seats and unlimited job posts.

You will get to see how easy hiring feels when unqualified applicants are filtered out automatically.

Most  will see results from your very first job post:

• A smaller, cleaner pool of applicants
• Immediate filtering of unqualified and spam candidates
• A ranked shortlist of serious, qualified applicants within hours

This happens instantly since WorkScreen handles the initial screening for you, meaning you’ll see time savings and stronger applicant quality from day one.

We’re confident in what we’ve built that is if you have no problem attracting applicants, WorkScreen will make your hiring process faster and easier.

But here’s our promise: if for any reason you’re not happy with the results, you’ll receive a 100% refund, no questions asked.

We value relationships over transactions. If you’re paying for WorkScreen, you should be getting real value — period.

Most teams find that around 50 to 75 credits is plenty for a single job post campaign. But here’s the key difference with WorkScreen:

Credits are only used for qualified applicants who finish the full screening process.
If 700 people apply but only 20 complete, you only spend 20 credits.

This makes your spend predictable, safe, and directly tied to real hiring value.

Other platforms promise “unlimited applicants” — but that just means unlimited noise. With WorkScreen, you only pay for serious candidates who’ve proven they’re worth your time.

Yes. You can add your own custom questions — just like you would in a Google Form  to collect any information you feel is important. You can also collect resumes if you want. However, resumes are not used in our screening criteria, since our process focuses on relevant skills, job alignment, qualifications, and attention to detail. Resumes are available to you, but the shortlist of qualified candidates is built on real proof, not polished documents.

Yes — transparency is built into WorkScreen. Nothing is hidden or a surprise.

When candidates apply, they’re told upfront what the screening process looks like, what tests they’ll take, and how much time it will take. Clear instructions and timers are provided at every step, so applicants know exactly what to expect.

Great talent actually appreciates this as it gives them a fair chance to stand out from the noise.

The process is respectful of their time and on average, it takes just 30–40 minutes for a candidate to complete the full screening.

Absolutely. WorkScreen is designed to be simple and effective, even if you don’t have recruiting experience. It filters out the noise automatically, so you only engage with serious, qualified applicants ,without getting overwhelmed. Once the noise is removed, hiring becomes much easier because you’re only dealing with people who are actually worth your time.