Why Screening Now Decides Hiring
Modern hiring operates under constraints that manual review was never designed for.
Volume Forces Elimination
Hundreds of applications per role make full review impossible. Elimination replaces evaluation.
250+ CVsDecisions Become Inconsistent
Different reviewers apply different thresholds under pressure.
Low reproducibilityBias Increases Under Speed
Time pressure amplifies heuristics and unconscious bias.
Risk exposureStrong Candidates Are Missed
Manual screening silently drops qualified applicants.
Lost talentThis is not about effort or recruiter skill. It is about system limits.
The Risk You Actually Carry
When screening is inconsistent and unverifiable, hiring decisions become difficult to justify — internally and externally.
The issue is not hiring slower or faster. It is hiring without defensible screening.
What Changes The Outcome
The solution is not more recruiters or better keywords. It is structured screening: explicit criteria, consistent evaluation, and traceable decisions.
How Structured Screening Works
Define Screening Criteria
Job requirements are converted into explicit, auditable screening rules.
Evaluate at Scale
All candidates are screened consistently against the same criteria.
Rank by Relevance
Candidates are ranked by role alignment, not presentation.
Audit Decisions
Every screening outcome is traceable and explainable.
Experience the Screening Process
Upload hundreds of CVs, run screening once, and receive a ranked, defensible shortlist — without manual review.
The Real Cost of Screening
One bad hire costs $15,000 in lost productivity and rehiring. Arbiter screens 250 resumes for $30.
New CV Parsing
per resume
Parse and store new resumes into a structured talent pool.Pool Screening
per resume
Re-screen your entire pool against new roles.Advanced Search
included
Search your structured talent pool at any time.