The screening step of your hiring process: questions answered

Basics

MyClawn Screen takes a job description and up to 200 resumes and returns a ranked Excel shortlist with evidence, red flags, a one-page top 10 and interview questions. A person decides who to interview. Every candidate stays in the file.

For pricing see pricing; for the step-by-step see how it works.

Fairness and the law

Name, age, date of birth, graduation year as an age signal, gender, race, photo, address, marital status, disability and similar details are never scored and are removed from quotes. "Recent graduate" and "overqualified" are not used. Gaps in work history are listed as a question, not a penalty. The score comes only from the requirements in your ad, and we do not invent requirements.

Rules on automated hiring tools exist in places such as New York City, Illinois and Colorado. Because a person makes every decision, many small employers are outside the strictest rules, but this is not legal advice. Talk to your lawyer, especially in New York City.

Accuracy

Clear must-haves (years, tools, licenses) are checked against what the resume says, with a quote. What a resume does not say is marked "not shown", not "no". Scoring uses AI, so results can vary slightly between runs on the same input. The ranking is only as good as your job ad. Read the top 10 and the evidence before you call anyone.

Privacy

Files pass through our upload server in the US, are stored and processed on our servers in Germany, and are read by our AI provider in the US under terms that exclude training. They are deleted after 30 days. Do not upload anything beyond the job description and resumes.

Files, limits and refunds

PDF, Word, TXT, RTF, ODT, MD, or a ZIP. Up to 100 MB per file and 220 files per upload. Scanned image-only resumes are listed as "could not read". Two rounds of changes per screening. If it misses, email us within 14 days for a refund. Cancel any time from your account page.

More buyer questions

Can I use it for any job? It scores against the requirements you give it, so it works for roles where requirements can be read from a resume: tools, years, licenses, certifications, industries. It cannot judge motivation or fit, and it does not check that what a resume says is true.

What if my job ad is vague? We derive four to six requirements from its duties, list them in the Notes sheet, and you can ask for a change in one of your two rounds. A sharper ad gives a sharper ranking.

What if I get 300 resumes? One screening takes up to 200 on Pro and 60 on Starter, so split the pile into batches, each counting as one screening. The 200 limit is not tested yet on our side: our largest test was 122 resumes.

Can I tell applicants I used it? That is up to you and your lawyer. Our output is a preparation file for a human decision.

Where screening fits in the hiring process

A typical small-employer process: write the job ad, collect applications, screen resumes, interview a shortlist, check references, make an offer. We cover the third step only. Before it, the quality of your job description decides the ranking; after it, interviews and reference checks are yours. If the screening step is where your process stalls, with resumes sitting unread for days, that is the gap this fills.

A short checklist for a smooth screening: a job ad with clear must-haves, all resumes in one folder, the dealbreakers written down, and 30 minutes to read the top ten once it returns.

What you still have to do

• Read the top ten, not just the ranking numbers.
• Open the Not read sheet and look at any scanned resumes yourself.
• Check licenses and certifications in interviews, since resumes may not state them.
• Verify references and backgrounds yourself through the channels your state allows.
• Keep your own record of why you advanced or declined each person.

Questions

More about Screen